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Hugo Munsterberg
(1913)
Liken
Eisenberger(1986)
McMillin(1997) Kraimer
Wayne(2004)
Rhoades&Eisen
berger(2002)
Muse&Stamper(2007)
1
1986 Eisenberger
2
2013322
(71302111)
(13YJC630125)
2013(2013Z028)
(1981)E-mailxjtushaofang@
163eom
189
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(1)
Eisenberger(1986)
(2)1997McMillin
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seau&Tijoriwala(1998)
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schneider(201 1)ZagenczykGibney&Few(201 1)
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Eby(2010)KraimeSeibert&Wayne(2011)Kosterde GripFouarge
(2011)
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190
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(2006)PazyGanzach(2009)ZhangFarh&Wang(2012)Newman Th
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192
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de Grip&Fouarge(2011)Newman(2012)
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193
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3
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5
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2014 2( 518)
Review and Prospect on the Organizational Support Theory
SHAO Fang
(School of Economics and ManagementXidian
UniversityXianShanxi710071China)
AbstractOrganizational support is important in organizational
management science researchand becomes a
c0ntinu0us focus of the study of human resource management and
organizational behavior since 90s last centu
ryFrom the origin and development of organizational support
theorythis paper discusses four research stages of or
ganizational supportunidimensionality of Eisenberger et als
scale from psychologymultidimensional perceived or
ganizational support from organizational behaviorantecedents and
consequences of unidimensional perceived organ
izational supportintensive study of antecedents and consequences
of multidimensional perceived organizational sup-
portThenthis paper reviews the existing literature on
organizational support theory from three aspectsconception
and dimensionantecedents and consequencesand organizational
support in the relationship between varia
blesFrom the conception and dimensionthis paper discusses the
unidimensional perceived organizational support
the emotional support and instrumental supportand the
multidimensional perceived organizational support form con
sidering different sources and contentsMoreoverthis paper
aggregate finds concerning proposed antecedents and
consequences of perceived organizational supportAn analysis
indicates that four major categories of beneficial treat
ment received by employees and organizations(iehuman resource
management policyemployee-organization re-
lationshipfairness of human resource managementand positive
character traits of employees and organizations)are
associated with perceived organizational supportPerceived
organizational supportin turnis related to outcomes fa
vorable to employees and the organizationsuch as positive
mood(egorganizational commitmentjob satisfaction
and lessened strains)performance(egorganizational citizenship
behaviorwork performancejob involvement
voiceand lessened withdrawal behavior)and desire to remain with
organizationAnd this paper reviews the causal
relationships of perceived organizational support with
antecedents and outcomessuch as being a moderator or a me
diatorThrough the above analysis and summary and based on the
social exchange theory and employeeorganization
complex perspectivethe organizational support theory is
summarizedTwo constructs of organizational support form
different perspectives are proposedthose are perceived
organizational support and organization provided sup-
portAnd a conceptual model of organizational support and a model
of causal relationship in an employeeorganiza
tion complex perspective are constructedAlthough it has obtained
a wealth of theoretical resultsresearch on organi
zational support need to be developedFinallywe discuss the
shortages of present literature and what future research
directionsFirstlythe content and structure of organizational
support need to be developedSecondlythe sources of
organizational support need to be studiedThirdlythe formation
and mechanism of organizational support need to be
made clearFourthfuture studies should focus on the traits of
employees and organizationFinallyresearch on or-
ganizational support is mostly in employee perspectivewhich
called perceived organizational supportand it also
faces some theoretical and practical challengesSo the
organizational support theory needs to be further extended by
individual perspective and organization perspectiveIn laymens
term sthis paper suggests that future studies should
focus on the conceptual integrationformation and mechanism and
perspective innovationOverallthe innovative
works of this paper mainly reflect in the following
aspectsFirstorganizational support is studied as a muhidimen
sional construction in an employeeorganization complex
perspective in this paperwhich breaks through the previous
methodology on perceived organizational support in a single
perspective of employee and extended study to the per-
spective of organizationSecondbased on social exchange theory a
conceptual model and a casual model of organi
zational support in complex perspective are constructedso a
theoretical system of organizational support is
builtLastthis paper will help us enrich the organizational
support theory and methodsand provide theoretical
guidance for executives to improve their management skillsIt
also provides direction for the future experimental
study and empirical study
Key W ordsorganizational supportdimensionshuman resource
managementemployee reactionliterature
review
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