Chapter 24: Perceived organizational support
Restricted access

Perceived organizational support (POS) is defined as employees’ beliefs concerning the extent to which their organization values their contributions and cares about their well-being. A considerable body of evidence indicates that the more employees experience a high POS, the more they are likely to develop commitment toward their organization. Particularly, POS is the strongest driver of affective organizational commitment. The objective of this chapter is fourfold. First, the authors review the literature linking POS to the three dimensions of organizational commitment delineated by Meyer and Allen (1991) and detail the mechanisms underlying these relationships. Second, they extend their review to other sources of perceived support and other foci of commitment. Third, they consider new suggestions for future research on support and commitment. Finally, they conclude with a discussion of practical implications of support_commitment relationships. Reference: Meyer, J.P. and Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61_89.

You are not authenticated to view the full text of this chapter or article.

Access options

Get access to the full article by using one of the access options below.

Other access options

Redeem Token

Institutional Login

Log in with Open Athens, Shibboleth, or your institutional credentials

Login via Institutional Access

Personal login

Log in with your Elgar Online account

Login with you Elgar account