Perceived Organizational Support: Definition, Measurement, and Cultural Considerations

Perceived Organizational Support: A Multifaceted Concept

According to social exchange theory, perceived organizational support (POS) is defined as employees' overall belief that the organization values their contributions and is invested in their well-being (Eisenberger, Huntington, Hutchison, & Sowa, 1986). This concept highlights the subjective interpretations employees hold regarding their organization's commitment to them.

Eisenberger et al. (1986) identified two fundamental elements within POS:

1. Perceived value of contributions: Employees' belief that the organization recognizes and appreciates their work efforts.2. Perceived care and concern: Employees' perception that the organization is genuinely invested in their well-being and interests.

Building upon this foundation, McMillan (1997) emphasized the critical role of instrumental support in shaping POS. Instrumental support refers to the tangible resources and assistance provided by the organization, such as information, training, tools, and equipment. McMillan argued that access to such resources is essential for employees to effectively perform their jobs and contributes significantly to their overall perception of organizational support.

Furthermore, Rhoades and Eisenberger (2002) posited that 'perceived organizational support' is the outcome of the broader 'organizational support theory'. This theory suggests that employees develop perceptions of support based on their interactions with the organization and its representatives.

Cultural Adaptations: The Case of China

Recognizing the influence of culture on workplace perceptions, Ling-Wenquan (2006) developed a culturally adapted measurement scale for POS within the Chinese context. Through questionnaires and field interviews with a diverse sample of employees, Ling-Wenquan's research sought to understand how Chinese employees interpret and experience organizational support. This work led to a three-dimensional scale encompassing:

1. Identifying value: The organization's recognition and appreciation of employees' skills and contributions.2. Working support: The provision of necessary resources and assistance to facilitate employees' work.3. Caring about well-being: The organization's genuine concern for employees' overall well-being and interests.

This culturally sensitive approach underscores the importance of considering contextual factors when studying and measuring POS across different cultures.