The role of events and affect in perceived organizational support: a within-person approach

Abstract

PurposeThe purpose is to understand how affective events employees experience at work, and emotions those events elicit, influence within-person fluctuations in perceived organizational support (POS). The authors explore the possibility of socioemotional needs as a boundary condition of the effects. They integrate affective events theory with organizational support theory to develop their arguments.Design/methodology/approachUsing a diary study method, 55 working adults responded to three surveys per day for ten days (876 total datapoints).FindingsThe results suggest POS fluctuates daily. Furthermore, workplace affective events are significantly related to discrete emotions (happiness and anger), which are significantly related to fluctuations in POS. Indirect effects were generally stronger when socioemotional needs were high compared to low, though the moderation was not statistically significant.Research limitations/implicationsThe authors extend organizational support theory by integrating affective events theory; they highlight the role of affective events and transient emotion in relation to momentary changes in POS and explore socioemotional needs as a moderator of those relationships.Practical implicationsOrganizations can be mindful of employees' daily experiences when considering how to foster POS; minimizing negative affective events and maximizing supportive affective events may enhance POS.Originality/valueThis study is the first to consider predictors of short-term fluctuations in POS. Moreover, the authors integrate affective events and discrete emotions to consider the role of affect in organizational support theory.

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

“…First, previous studies have confirmed that employee recognition is a very effective management tool that can promote better employee performance. Based on previous studies, our research found that employee recognition not only directly promotes recognized employees ( Garr, 2012 ) but also has a positive effect on the bystanders who witness the recognition, enabling them to perceive better organizational justice, enhance their sense of wellbeing at work ( Woznyj et al, 2021 ), and thus, healthy work environment and happiness fulfillment effectively improve employees’ performance while they have much confidence, energy, and psychological safety ( Abuelhassan and Algassim, 2022 ). The results show that employee recognition is also beneficial to shaping a fair organizational atmosphere.…”