Survey of Perceived Organization Support – Chinese Version

Description

Based on the concept of social exchange and the theory of organizational personification, Eisenberger et al. (1986) proposed the concept of Perceived Organizational Support (POS), defined as “the employee’s perception of how much the organization values their contributions and cares about their well-being.” In other words, POS encapsulates employees’ perception of the various forms of support and care they receive from the organization. The theory emphasizes the leading role of the organization; employees are willing to contribute to the organization as a result of feeling supported by it. When employees perceive support and encouragement from the organization in various aspects, their sense of identification with the organization is heightened, along with their emotional commitment and intentions to stay. According to this theory, employees often see their supervisors as representations of the organization itself, acting as its actual spokespersons. Employees hold supervisors responsible for guiding and evaluating their performance (Rhoades & Eisenberger, 2002). Thus, employees attribute favorable treatment received from supervisors to their working organization. Lin Wenbiao et al. (2006) provided a representative definition of organizational support: it encompasses organizational support, concern, and recognition of employees’ work, and such behaviors or attitudes can be perceived by the employees. When employees sense this supportive behavior or attitude from the organization, they are willing to engage in a value exchange, reciprocating with similar contributions benefiting both the organization and the employee. In the subsequent development, to continuously receive support and resources, employees will exert greater effort in their work.

Authors and Contact Email

Eisenberger et al. (1986); Lin Wenbiao et al. (2006)
Information not available

Purpose

To conceptualize and measure perceived organizational support as it relates to employee contributions and organizational commitment.

Test Year

1986; 2006

Administration Method and Scoring

The Perceived Organizational Support scale developed by Lin Wenbiao et al. (2006) consists of 24 items, grouped into three dimensions: 工作支持 (Work Support), 价值认同 (Value Recognition), and 关心利益 (Concern for Interests). The scoring method ranges from 1 (Strongly Disagree) to 6 (Strongly Agree), with higher scores indicating a greater perception of organizational support. All items are scored positively. The overall stability coefficient is 0.87 and the internal consistency reliability is 0.96. The scale has demonstrated good reliability and validity in empirical studies in China.

Reliability and Validity

Overall stability coefficient: 0.87
Internal consistency reliability: 0.96
The scale shows good reliability and validity in domestic empirical research.

Factors and Subscales

1. 工作支持 (Work Support)
2. 价值认同 (Value Recognition)
3. 关心利益 (Concern for Interests)

Keywords

Perceived Organizational Support; Employee Contribution; Organizational Commitment

Items in Chinese

1. 如果我工作出色，公司会注意到我。
2. 在工作中，公司不会一有机会就利用我。
3. 如果我提出合理的改变工作条件的要求，公司会同意。
4. 公司非常看重我的工作目标和价值观。
5. 如果我在工作中遇到问题，公司会给予我帮助。
6. 公司会让我担当最合适的工作。
7. 公司会给我提供晋升的机会。
8. 公司会让我对工作充满兴趣。
9. 公司会帮助我发挥工作潜能。
10. 公司会重视我对工作的意见。
11. 公司会认为，留住我对公司的作用不小。
12. 在我要求离职的时候，公司会挽留我。
13. 公司会认为，解雇我是不小的损失。
14. 公司不会轻易解雇我。
15. 如果我的工作被取消了，公司会给我换岗，而不是解雇我。
16. 公司会为我取得的成就而骄傲。
17. 如果我离职，在合适的时候，公司会招我回来而不是招个新人。
18. 公司会因为我额外的劳动而奖励我。
19. 如果偶尔因私人原因缺勤，公司会予以理解。
20. 在我需要特殊帮助时，公司会愿意帮忙。
21. 公司会关心我的生活状态。
22. 公司在利润多时，会给我加薪。
23. 公司会考虑我应得多少薪水的问题。
24. 公司在做决策的时候会考虑我的利益。

Items in English

1. If I perform well, the company will notice me.
2. The company does not take advantage of me whenever possible at work.
3. If I make reasonable requests to change my working conditions, the company will agree.
4. The company values my work goals and values.
5. If I encounter problems at work, the company will help me.
6. The company assigns me the most suitable work.
7. The company will provide me with opportunities for advancement.
8. The company makes my work interesting.
9. The company helps me realize my work potential.
10. The company values my opinions about work.
11. The company believes that retaining me is valuable for the organization.
12. When I request to leave, the company will try to retain me.
13. The company sees firing me as a significant loss.
14. The company will not easily fire me.
15. If my job is eliminated, the company will reassign me instead of firing me.
16. The company takes pride in my achievements.
17. If I leave, the company will hire me back at an appropriate time rather than hiring a new person.
18. The company will reward me for my extra efforts.
19. The company will understand if I miss work occasionally for personal reasons.
20. The company is willing to help me when I need special assistance.
21. The company cares about my life situation.
22. The company will give me a raise when profits are high.
23. The company considers how much I deserve regarding my salary.
24. The company will consider my interests when making decisions.

References

Rhoades & Eisenberger, 2002
Eisenberger et al., 1986
Lin Wenbiao et al., 2006