What Is Perceived Organizational Support?

Human exchange relations already existed in the primitive society. This kind of exchange relations constantly changed with the development of the times, and gradually established exchange relations based on trust. The basic idea of social exchange is that the giving party may help someone in the form of gifts and support, and the receiving party has the responsibility to return the favor. Scholars have studied the common exchange phenomenon in human society and gradually developed into an important social exchange theory in social psychology. The idea of social exchange theory is applied to the interpretation of organizational behavior. Many organizational theories believe that the establishment of an employment relationship is the employee's personal hard work and loyalty in exchange for available benefits and social rewards. In the study of EOR in different cultural backgrounds, such as the United States, China, Singapore, Belgium and other countries, the existence of social exchange processes has been found. A lot of research and practice have confirmed the universal applicability of social exchange theory in organizations.

Organization support theory

Right!

Human exchange relations already existed in the primitive society. This kind of exchange relations constantly changed with the development of the times, and gradually established exchange relations based on trust. The basic idea of social exchange is that the giving party may help someone in the form of gifts and support, and the receiving party has the responsibility to return the favor. Scholars have studied the common exchange phenomenon in human society and gradually developed into an important social exchange theory in social psychology. The idea of social exchange theory is applied to the interpretation of organizational behavior. Many organizational theories believe that the establishment of an employment relationship is the employee's hard work and loyalty in exchange for available benefits and social rewards. In the study of EOR in different cultural backgrounds, such as the United States, China, Singapore, Belgium and other countries, the existence of social exchange processes has been found. A lot of research and practice have confirmed the universal applicability of the theory of social exchange in organizations.

Based on the concept of social exchange and the principle of rewards, as well as previous research, they have emphasized the commitment of employees to the organization and paid little attention to the limitations of the organization's commitment to employees. Eisenberger et al. Proposed the Organizational Support Theory and Organization Support Theory in 1986. Perceived Organization Support (hereinafter referred to as POS) concept.

Chinese name

Organization support theory

Foreign name

Organizational Support Theory

Short name

POS)

Category

theory

Organizational support feeling is a comprehensive view of the importance that organizations attach to employees' contributions and their well-being. This concept has two core points: one is how employees feel about the organization s importance to their contributions; Feelings of happiness. ^[1]

In organizational practice, how to cultivate and improve the sense of organizational support of employees, we believe that we should work hard from the following aspects: ^[1]

Mastering the core and essence of the theory of organizational support, and exploring some unresolved issues abroad. It will be of great significance for us to understand and understand the behavior of employees, especially EOR, and will provide new opportunities for effectively improving organizational management performance Perspective. ^[1]

This theory can also be used for reference in the field of human resources management in the public sector in China, which not only has theoretical basis but also practical support. ^[1]

Although attempts to borrow the theory from various fields have been ongoing, in the field of human resource management in the public sector in China, organizational support theory is difficult to learn from, and the difficulties that may be faced are mainly as follows: ^[1]

In the literature on social exchange theory, Chinese scholars have studied the psychological contract theory and the leadership-member exchange theory on the relationship between employees and organizations, and have obtained valuable results. However, little attention has been paid to results in the field of organizational support theory. ^[2]

The emergence of each theory has its rich cultural heritage. The theory of organizational support is in the western cultural background. F produces a management theory that has implications for the modern enterprise employee-organization relationship. Gert Hofstead's management model of "one fresh move, one eats all over the sky" is very dangerous. What is suitable for one culture may not be able to adapt to another culture and cannot be transplanted as a whole. The author believes that the reason why organizational support theory has failed to attract more attention in China is that it has neglected the differences between the eastern and western traditional cultural backgrounds in its literature research. ^[2]

Since the promulgation of the Labor Law in 1995, all employees, including state-owned enterprises, have to sign labor contracts. The "iron rice bowl" will no longer exist. In the past, some organizations were proud to provide stable employment relationships. Advantages no longer appear in employment contracts in most contemporary companies. In this context, the past employee-organization relationship has suffered a huge shock, and some employees have doubts about the dependence of the organization. What worries managers is whether employees will show the same loyalty to the organization as in the past. How to adjust the employee-organizational relationship in the new economic situation has become a hot issue discussed by Chinese organizational behavior scholars in recent years. ^[2]

The author believes that the theory of organizational support has a broad application prospect in China. It overcomes the previous research that emphasized the commitment of employees to the organization, and paid little attention to the limitations of the organization's commitment to employees. Mastering the essence of organizational support theory, combined with China's unique cultural traditions, has a good guiding role in adjusting employee-organizational relationships. As an application of organizational support theory, western organizations advocate organizational socialization education for new employees, so that employees have a sense of obligation and emotional commitment, and prioritize organizational benefits. In Chinese organizations, in view of the collectivist spirit of the Orientals, it is unnecessary to emphasize that the socialization of new employees is not necessary. It is only necessary to emphasize the short-term and long-term goals of the organization and make them Internalization is an employee's goal. When the organization regularly evaluates whether employees prioritize the interests of the organization in order to ensure that they work effectively, they should pay attention to the employees' feelings and not make them feel untrusted, thereby reducing loyalty to the organization. Organizations should attach great importance to employee loyalty and dedication, and find appropriate reward methods to ensure that such rewards will be of great significance to employees. Organizational support and superior support are important sources for employees to feel organizational support and superior support. As the manager of the organization, including the managers of the majority of human resources departments, they should attach great importance to the employees 'organizational support feelings, and should pay great attention to the sources of employees' support feelings-the fairness of work at work, the support of superiors, rewards and supportive working conditions Use. The human resources department should strengthen the training of managers in the theory and practice of organizational support, in order to facilitate the establishment of a good new type of employee-organizational relationship, and encourage employees to have a higher level of awareness when the organization attaches great importance to their happiness and contributions. Organizational Performance.

The managers of some foreign-funded enterprises in modern western countries have also begun to realize that traditional Chinese culture emphasizes harmonious interpersonal relationships and emotional maintenance, and emphasizes the dependence of management on ethics. Although it has the defects of neglecting scientific management and system construction, it is relatively Western culture In terms of neglecting the harmonious interpersonal relationship and the deviation of people's emotional needs, Chinese traditional culture does have a complementary and corrective effect. In business management, the managers of the organization must adhere to the scientific and institutionalized characteristics of management, and use the characteristics of traditional Chinese culture to create a more harmonious interpersonal relationship atmosphere in the organization and create a better team. To achieve the best management results.