The Research On The Influence Of Perceived Organizational Support On Work Performance

The research based on social exchange theory of employee relations and organizational behavior is an academic research trend. Based on the development process of organizational support, research status, this paper used a combination of theoretical and empirical approach, as well as employees as the research object, proposed a detailed analysis and empirical study of the structure of POS and its impact on work performance.Firstly, the paper constructed a theoretical model on the basis of previous studies. Job involvement and emotional commitment as typical work attitude variables were introduced to the process of organizational support and job performance. After this, theoretical model of this paper was established, and the corresponding research hypotheses were also proposed too.Secondly, the paper made questionnaire to test and verify the proposed model and research hypotheses. Through data collection, data relevant to the analysis, regression analysis, T test and variance analysis, the hypothesis were verified, as well as the idea of this study model was verified and improvedThrough research and analysis, the following conclusions can be concluded:According to sources, organizational support can be divided into three dimensions:the narrow organizational support, supervisor support and colleague support. Employee attitude variables, job involvement and affective commitment played a part intermediary role between POS and job performance. A number of demographic variables have a significant impact on organizational support employees, work involvement, emotional commitment and job performance.After the analysis and summary, this paper further discussed the limitations of paper and directions of related future research. Finally, based on the research, this paper presented guidance and advice for human resource management practices.