DQ WK 1 Two
DQ WK One 2
Introduction
There are various kinds of job attitudes used in I/O psychology today. These attitudes are measurable for purposes of determining the positivity or negativity of employees towards the job. One such job attitude is the perceived organizational support (POS). This job attitude focuses on the level to which members of an organization feel that the organization cares and caters for their welfare.
Perceived organizational support is measured by analysing the opinions obtained from employees on whether the organization is concerned about their welfare. It is also determined by analysing the efforts and measures undertaken by the organization to improve the welfare of its employees. The opinion of employees on whether the organization supports them determines the job attitude. A scale ranging between -5 and 5 is used to determine the job attitude. If the job attitude of an employee is negative, then it shows that the organization does not support its employees according to that particular employee. If it is positive, it shows the employee has a positive job attitude. The Perceived Organizational Support is determined by interviewing employees on what they think the organization has done to improve their welfare. Their response is then converted into a number on the scale depending on the degree of their opinion.
Importance of measurement
It is important to measure Perceived Organizational Support because it helps establish the level of organizational commitment. When employees feel unappreciated in an organization, they are likely to have little or no organizational commitment. Furthermore, measuring perceived organizational support helps the organization identify the weaknesses in its structure. This will help in developing ways of supporting employees to keep them motivated and committed to their work and organization.
Conclusion
Therefore, perceived organizational support is an important job attitude that can help an organization improve the working conditions of its employees according to their job attitude responses. It is instrumental in improving organizational commitment.
References
Hellriegel, D., & Slocum, J. W. (2009). Organizational Behavior. London: Cengage Learning.
Herzberg, F. (1993). The Motivation to Work. New York: Transaction Publishers.
