Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

Exchange relationships: examining psychological contracts and perceived organizational support

The authors surveyed 347 public sector employees on 4 measurement occasions to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of the 2 concepts. In terms of their interrelationships over time, by drawing on psychological contract theory the authors found little support for a reciprocal relationship between POS and psychological contract fulfillment. Under an alternative set of hypotheses, by drawing on organizational support theory and by separating psychological contract fulfillment into its 2 components (perceived employer obligations and inducements), the authors found that perceived employer inducements were positively related to POS, which, in turn, was negatively related to perceived employer obligations. The results suggest that POS and the components of psychological contract fulfillment are more important in predicting organizational citizenship behavior than psychological contract fulfillment.     

Social support,organizational characteristics,psychological well-being,and group appraisal in three self-help group populations

This study examined the relationship of three social support and three organizational variables to two well-being and two group appraisal variables among 144 members of Compassionate Friends, Multiple Sclerosis, and Overeaters Anonymous self-help groups. An anonymous questionnaire was the major research instrument. Receiving social support was not significantly related to depression or anxiety but was positively related to perceived group benefits and group satisfaction. Providing social support and friendship were each positively related to one well-being and one group appraisal variable. Bidirectional supporters (i.e., individuals high on both receiving and providing support) reported more favorable well-being and group appraisal than Receivers, Providers, and Low Supporters. At the group level of analysis (n = 15 groups), groups with higher levels of role differentiation, greater order and organization, and in which leaders were perceived as more capable contained members who reported more positive well-being and group appraisal. The implications for future research and professional consultation to self-help groups are discussed.     

Eldercare demands, strain, and work engagement: The moderating role of perceived organizational support

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees' perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was to examine a stressor–strain–outcome model (Koeske & Koeske, 1993) of eldercare strain as a mediator of the relationship between eldercare demands and caregivers' work engagement. Perceived organizational eldercare support was expected to attenuate the positive relationship between eldercare demands and eldercare strain and to buffer the negative relationship between eldercare strain and work engagement. Results of mediation and moderated mediation analyses with data collected from 147 employees providing eldercare supported the hypotheses. The findings suggest that perceived organizational eldercare support is especially beneficial for employees' work engagement when eldercare demands and strain are high.     

Careers guidance and social mobility in UK higher education: practitioner perspectives

This paper reveals findings from a small-scale research project which explored how university careers advisers experience their role in guiding clients within a labour market where barriers to social mobility prevail. The research discovers that advisers' daily work gives them a depth of insight into social mobility. The professional turbulence in which advisers operate and the evolution of their role from in-depth work to a focus on breadth is chronicled. University environments vary with regard to the scope advisers have to impact lives, but a strong set of values anchors them. Recommendations are made with regard to how high quality careers information, advice and guidance can support social mobility for traditionally disadvantaged students into the labour market.     

Upward mobility, status inconsistency, and psychological health

According to much of the theoretical literature, the psychological consequences of intergenerational occupational mobility are associated with poorer psychological health, even when upward mobility is involved. One possible explanation is that mobility results in status inconsistencies that are experienced as stressful. The research reported here reconsiders the notions that mobility is associated with higher levels of stress and that stress results from exposure to status inconsistencies. The results obtained, based on a sample of English men, provide no support for either thesis.     

Intraorganizational communication, perceived organizational support, and gender

Gender differences in the relationship between perceived organizational support and employee perceptions of their communication with top management, immediate supervisors, and coworkers are investigated in a university and in two engineering firms. Respondents were predominantly Caucasian Americans. Gender moderated the relationship between perceived organizational support and two communication variables (coworker communication relationship and coworker information quality). Males reporting a positive coworker communication relationship also indicated higher perceived organizational support. This pattern did not emerge for females. Males who perceived receiving higher quality information from coworkers reported higher perceived organizational support. While a similar pattern emerged for females, the relationship was weaker.     

Perceived organizational ethics and skepticism of women's employment

Using a national sample of business professionals, the relationship between two measures of perceived organizational ethics and individuals' overall skepticism about women's employment were examined. After controlling for several demographic factors, analysis of responses from a 9% return suggested that persons working for companies believed to have strong ethical practices are less likely to have negative perceptions of women's employment.     

The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure

This study investigated the reciprocal relationship between perceptions of psychological contract fulfilment and employee performance (sales made and sales targets), and whether this was moderated by the quality and length of the social exchange relationship captured, respectively, through perceived organizational support (POS) and organizational tenure. We used a sample of 146 sales advisors and a four‐point longitudinal design and found support for reciprocal links where performance predicted subsequent psychological contract fulfilment and vice versa. The strength of the relationship between performance and psychological contract fulfilment increased over time. The quality of the social exchange relationship (i.e., POS) moderated reciprocal links between sales made and sales targets met and perceptions of psychological contract fulfilment at earlier, but not later, time points. One way to interpret the findings is the changing nature of the unfolding relationship between support, psychological contract fulfilment, and performance, where a supportive relationship buffers failing to deliver at earlier time points, but at later time points employee performance and psychological contract fulfilment associate more strongly as both parties prioritize delivery.     

Compensation for pain,suffering, and other psychological injuries: The of Daubert on employment discrimination claims

The Daubert standard for admitting expert testimony places increased emphasis on the scientific basis for professional opinions. This article identifies factors mental health professionals should consider to meet that standard and Federal Rule of Evidence 702 when evaluating claims of psychological injuries as authorized by the Civil Rights Act of 1991, in cases of sexual harassment, retaliation, and other forms of employment discrimination. First, the contribution experts can make by presenting a framework to assess and understand the nature, duration, intensity and severity of emotional injuries is outlined. Specialized knowledge helpful in assessing these claims is reviewed in light of the scientific literature on stressors, anxiety disorders, somatoform disorders, depression, posttraumatic stress disorder, and ways in which related symptoms manifest regarding events in the workplace or following loss of employment. Second, the role of qualified experts to facilitate determinations of causation is discussed, highlighting factors that bear on preexisting harm, intervening injurious events, the exclusion of alternate sources of mental distress, emotional harm and humiliation, and mitigation of damages.     

Perceived organizational support and perceived external prestige: predicting organizational attachment for university faculty, staff, and administrators

The present article introduces a social-exchange model of organizational attachment incorporating both direct exchange and indirect exchange. Participants were 325 university employees. The present results indicated that perceived organizational support (POS) and perceived external prestige (PEP) both contribute to organizational attachment. Further, the results showed that the extent to which POS and PEP are related to organizational attachment is moderated by occupational proxies of cosmopolitan-local role orientation. POS was more strongly related to the affective commitment and withdrawal cognitions of staff and administrators than to those of faculty. PEP was more strongly related to affective commitment and withdrawal cognitions of university faculty than to those of university staff and administrators. The authors discussed the need to incorporate relational variables such as PEP into other social-exchange frameworks.     

Commitment to legal claiming: influences of attributions,social guidance,and organizational tenure

This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external attributions had a higher commitment to legal claiming than did those who made weak external attributions. Social guidance and organizational tenure were significant moderators of the attribution-claiming relationship. Specifically, commitment to legal claiming was more strongly related to external attributions when social guidance was low and organizational tenure was high. Theoretical and practical implications are discussed.     

The Careers Service: Past, Present and Future

The history of the Careers Service is divided into a number of phases: pre-1919, the inter-war years, the early post-war phase, and 1973 onwards. The latter period is analysed in particular detail. External influences upon the service-including developments in the education sphere, theories of vocational guidance, and legislative changes are reviewed. Changes in economic orthodoxy which have influenced developments in economic policy and thereby the operation of the labour market are emphasised. The potential future role of the Careers Service is considered.     

Predicting expatriate effectiveness: The role of personality,cross‐cultural adjustment,and organizational support

The interest in expatriate effectiveness has grown remarkably as a consequence of globalization and the possibility of failure in international assignments. This study has tested a comprehensive model of expatriate effectiveness in a sample of 108 Spanish expatriate managers. They responded to a survey which included a set of variables, including personality, adjustment, language skill, cultural distance, organizational support, and expatriate effectiveness (i.e., job performance, intentions of early return, and manager efficacy perceived by others). The results showed that cultural distance and cross‐cultural adjustment were the immediate predictors of expatriate effectiveness and that achievement, sociability, organizational support, and language skills predicted cross‐cultural adjustment and cultural distance. The results showed a good fit to the hypothesized model (GFI = .973; CFI =.975; RMSEA = .056; SRMR = .053). Finally, we comment on the implications of the findings for the research and practice of selection in international assignments.     

Understanding associations among family support,friend support,and psychological distress

Emotional support from family and friends is associated with lower psychological distress. This study examined whether genetic and environmental influences explain associations among family support, friend support, and psychological distress. Data were drawn from the Midlife Development in the United States (MIDUS) study and included 947 pairs of monozygotic (MZ), same‐sex dizygotic (DZ), and opposite‐sex DZ twins. Results showed that a genetic factor explains the relation between friend support and psychological distress, independent of family support. Alternatively, a nonshared environmental factor accounts for an association between family support, friend support, and psychological distress. Thus, heritable factors shape a distinct relation between friend support and psychological distress, but unique experiences contribute to a link between family support, friend support, and psychological distress.     

Residential mobility, social support and adolescent self-concept

The effects of residential relocation on children has been a topic of interest to social science researchers for decades. Early research attributed school phobias, classroom behavior problems, lack of academic success, and poor peer relationships to residential mobility. Although most current literature has disputed many of these early findings, a question remains regarding the relationship between self-concept and residential relocation. Significant negative findings have been found in previous studies of this relationship. This study attempts to expand the research in two ways: first, by providing a theoretical framework and, second, by testing the role of social support from parents and peers as a mediator in the relationship. The investigation benefits from theory on life events and stress which guides the analysis of mobility and self-concept in a sample of 205 students in the sixth, seventh, and eighth grades. Findings indicate that social support attenuates a negative effect of mobility on specific measures of self-concept.     

When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance

The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors' perceived organizational support (POS) with subordinates' perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors' POS was positively related to their subordinates' perceptions of supervisor support. Subordinates' PSS, in turn, was positively associated with their POS, in-role performance, and extra-role performance. Beyond these bivariate relationships, subordinates' perceptions of support from the supervisor mediated positive relationships of the supervisors' POS with the subordinates' POS and performance. These findings suggest that supervisors who feel supported by the organization reciprocate with more supportive treatment for subordinates.     

Perceived supervisor support: contributions to perceived organizational support and employee retention

Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor status in the organization. Study 3 found, with 493 retail sales employees, evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover. These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention.     

Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment,organizational support,and identification

The purpose of this study is to explore the associations among psychological empowerment, perceived organizational support (POS), trust in supervisor, and organizational identification. In particular, this study posits that trust in supervisor moderates the relationships between psychological empowerment, POS, and organizational identification. Blue collar employees from the shipping industry in Turkey are selected as the main target of this study. A total of 518 questionnaires were analysed. Results indicate that all the dimensions of psychological empowerment, namely goal internalization, perceived competence, and perceived control, POS, cognition- and affect-based trust in supervisor are positively associated with organizational identification. Moderation analysis shows that cognition-based trust in supervisor moderates the relationships between perceived competence, perceived control, and organizational identification, whereas affect-based trust in supervisor moderates the relationships between goal internalization, POS, and organizational identification. Furthermore, some practical implications are also discussed.     

The evolution of the boundaryless career concept: Examining physical and psychological mobility

Although there has been increased interest in the boundaryless career since the publication of Arthur and Rousseau’s book (1996), there is still some misunderstanding about what the concept means. This article examines the boundaryless career and presents a model that attempts to visually capture Arthur and Rousseau’s suggestion that the concept involves six underlying meanings. Rather than considering whether or not an individual has a boundaryless career, the model focuses on the degree of mobility reflected in a career along two continua: one psychological, one physical. Based on the model, we suggest five propositions and a series of directions for future research.