Learn concrete steps that organizations can take to enhance perceived organizational support
Generate favorable outcomes for employees’ well-being, the positivity of their orientation toward the organization and work
Create reciprocal behavioral outcomes favorable to the organization
Today’s work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital.
Perceived organizational support — employees' perception of how much an organization values their contributions and cares about their well-being — mutually benefits employees and organizations and is integral to sustainable employer — employee relationships. Based on organizational support theory and evidence gathered from hundreds of studies, Dr. Robert Eisenberger describes how perceived organizational support has been fostered or undermined in such organizations as Southwest Airlines, Wal-Mart, Costco, and Google.
