Perceived Organizational Support: Evidence for a Mediated Association with Work Performance

摘要

Using the theory of reasoned action (Ajzen, 1991; Eagly and Chaiken, 1993; Fishbein and Ajzen, 1975) to supplement social exchange (Blau, 1964), we examined perceived organizational support (POS) as a predictor of task and contextual performance, with job satisfaction and affective commitment as possible mediators. Contrary to that suggested by Rhoades and Eisenberger (2002), and similar to those presented by Wayne et al. (1997), results support mediated associations between POS and both types of performance by job satisfaction. However, affective commitment did not mediate the POS-performance relations. Our findings show the necessity of modeling perceptions separate from and antecedent to work attitudes in order to improve understanding of the internal processes that lead to behavioral choices. Results of our study also identify the possibility of two POS factors responsible for uniquely predicting different types of work attitudes and behaviors. These two factors are 1) a relationship-type factor (caring about the employee's well-being, POS-R) which predicts attitudes and behaviors directed toward the organization and 2) ajob-related factor (caring about the employee's contribution, POS-J) that predicts attitudes and behaviors focused toward the job. Implications for both managers and researchers are discussed.