“Perceived Organizational Support Scale 组织支持感知量表”的版本间的差异

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== 简介 ==
 
== 简介 ==
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Perceived Organizational Support (POS) is the extent to which employees believe that “their organization values their contributions and cares about their well-being” (Eisenberger, Huntington, Hutchison, & Sowa, 1986: 501; also see Rhoades & Eisenberger, 2002). Organizational support theory posits that the level of POS influences employee beliefs concerning their legitimacy as organizational members (Ashforth, Harrison, & Corley, 2008; Dutton et al., 1994) and that when employees feel themselves to be legitimate organizational members they tend to psychologically and emotionally attach themselves to the organization (Rhoades, Eisenberger, & Armeli, 2001).
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组织支持感知（Perceived Organizational Support ，POS)是指员工认为他们的组织重视他们的贡献，关心他们的生活”的程度 (Eisenberger, Huntington, Hutchison, & Sowa, 1986: 501; also see Rhoades & Eisenberger, 2002)。组织支持理论认为，组织支持感知的程度影响员工作为组织成员的合法性的信念(Ashforth, Harrison, & Corley, 2008; Dutton et al., 1994)。当员工感到自己是合法的组织成员，他们倾向于在心理和情感上依附组织 (Rhoades, Eisenberger, & Armeli, 2001)。
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POS was measured using the eight-item scale utilized by Hekman, Steensma, Bigley, and Hereford (2009) in the research of Shen & Benson (2016). The questionnaire they used was developed in English and translated into Chinese by a bilingual academic and back-translated into English independently by another bilingual academic. To test the applicability of, and further explore potential items for, the proposed measures, they conducted focus group discussions with 20 full-time MBA students in China. Following these discussions, a pilot study of 30 employees in three Chinese companies was conducted. The results showed that the Chinese version of the questionnaire was suitable for use with Chinese employees.
 
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Shen & Benson (2016) collected the data for this study from 35 manufacturing companies in China in 2010. To achieve a representative and balanced distribution of employee responses, they asked, and assisted, the HR manager in each company to randomly select 50 employees to participate in the research. In total, they received 785 matched, completed, and useable questionnaires. The overall employee response rate was 44.9%, with the employee response rate within companies varying between 32% and 84%.
 
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== 信度与效度 ==
 
== 信度与效度 ==
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All items had significant factor loadings (>0 .40), and the alpha coefficient for this scale was 0.83.
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组织支持感知量表所有题目都有明显载荷 (>0 .40), 内部一致性系数为0.83。
  
 
== 量表 ==
 
== 量表 ==

2016年10月27日 (四) 19:38的版本

简介

组织支持感知（Perceived Organizational Support ，POS)是指员工认为他们的组织重视他们的贡献，关心他们的生活”的程度 (Eisenberger, Huntington, Hutchison, & Sowa, 1986: 501; also see Rhoades & Eisenberger, 2002)。组织支持理论认为，组织支持感知的程度影响员工作为组织成员的合法性的信念(Ashforth, Harrison, & Corley, 2008; Dutton et al., 1994)。当员工感到自己是合法的组织成员，他们倾向于在心理和情感上依附组织 (Rhoades, Eisenberger, & Armeli, 2001)。

信度与效度

组织支持感知量表所有题目都有明显载荷 (>0 .40), 内部一致性系数为0.83。

量表

请您根据自己的实际感受和体会，用下面8项描述对您对组织的感觉进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.my organization cares about my opinions.
2.my organization cares about my well-being.
3.my organization appreciates any extra effort from me.
4.my organization would ignore any complaint from me.
5.even if I did the best job possible, my organization would fail to notice.
6.my organization cares about my general satisfaction at work.
7.my organization shows very little concern for me.
8.my organization takes pride in my accomplishments at work.


下载WORD版问卷：文件:Pos.doc

计分方法

组织支持感知量表总共8道题，可计算平均分或总分。

量表出处

Shen, J., & Benson, J. (2016). When CSR is a social norm: how socially responsible human resource management affects employee work behavior. Journal of Management, 42(10), págs. 1723-1746.

参考文献

Hekman, D. R., Bigley, G. A., Steensma, H. K., & Hereford, J. F. (2009). Combined effects of organizational and professional identification on the reciprocity dynamic for professional employees. Academy of Management Journal, 52(3), 506-526.

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