A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research

Academic Article

Abstract

  • Anecdotal comments from practitioners and extant empirical research suggests a tenuous link between perceived organizational support and desired employee outcomes. Accordingly, in this study the authors conduct a meta-analysis examining the effects of perceived organizational support on four employee outcomes: organizational commitment, job satisfaction, performance, and intention to leave. The authors also examine the extent to which these effects are moderated by job type (frontline vs. non-frontline employee). Findings from the study indicate that perceived organizational support has a strong, positive effect on job satisfaction and organizational commitment; a moderate, positive effect on employee performance; and a strong, negative effect on intention to leave. Study findings also indicate that the effects of perceived organizational support are more pronounced for non-frontline employees. © 2008 Elsevier Inc. All rights reserved.
  • Authors

    Published In

    Digital Object Identifier (doi)

    Author List

  • Riggle RJ; Edmondson DR; Hansen JD
  • Start Page

  • 1027
  • End Page

  • 1030
  • Volume

  • 62
  • Issue

  • 10