Difference between revisions of "Perceived organizational support"
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[[Perceived organizational support]] is the degree to which employees believe an organization values their contribution and cares about their well-being. | [[Perceived organizational support]] is the degree to which employees believe an organization values their contribution and cares about their well-being. | ||
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Perceived organizational support]]. The degree to which employees believe an organization values their contribution and cares about their well-being. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Perceived organizational support]]. Employees' general belief that their organization values their contribution and cares about their well-being. | ||
==Related concepts== | ==Related concepts== | ||
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*[[Relationship Management Quarter]]. | *[[Relationship Management Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Latest revision as of 09:09, 3 June 2020
Perceived organizational support is the degree to which employees believe an organization values their contribution and cares about their well-being.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Perceived organizational support. The degree to which employees believe an organization values their contribution and cares about their well-being.
According to Management by Robbins and Coulter (14th edition),
- Perceived organizational support. Employees' general belief that their organization values their contribution and cares about their well-being.
