PERCEIVED ORGANIZATIONAL SUPPORT: A REVIEW ON ITS ANTECEDENTS AND OUTCOMES

Abstract

The idea of perceived organizational support has overtime gained much significance with the view that if employers want their employees to be committed and loyal towards their organization, employees in turn want their organization to pay back by being focused towards their needs. In view of rule of reciprocity, employees try to reciprocate, when they feel that they are supported by their employers and that their efforts are being recognized and rewarded by their organization. Therefore, being loyal and committed to the organization as well as performing their jobs as desired by the organization is the best possible way for them to reciprocate. Thus, organizations need to improve those conditions that influence organizational support perception of their employees, so that they perform as per the organizations requirements. Further, organizations need to manage and monitor employee perceived organizational support to ensure employee loyalty, commitment and performance. Against this backdrop, the paper attempts to identify the factors that determine organizational support perception of employees. Further, the paper explores the important outcomes of perceived organizational support. This study is important in the view that it bridges the human resource management and organizational behavior literatures by linking employee perceptions of a variety of human resource practices. The objectives of the paper in particular have been; to explore the various factors that determine perceived organizational support, and to find out the various consequences of perceived organizational support based on existing research literature.

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