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Perceived Organisational Support (POS) is very important in employee perceptions and attitudes toward their organisation. POS is defined as the individual employee's beliefs regarding the extent to which their organisation values their contributions and cares about their well-being. Employees who perceive more POS are more positive in their engagement, are more satisfied with their jobs, and are more loyal to the organisation. They are less likely to disengage from the organisation and job turnover when they perceive zero POS when they do not have it in abundance.
In this blog post, we will discuss the meaning of POS, the theoretical framework, who influences POS at work, examples from an existing workplace context, how to assess POS, and how to maximise POS. At the end of the blog post, you can expect to figure out how perceived organisational support can motivate individual performance and organisational performance.
Perceived Organisational Support (POS) refers to employees' perceptions of the extent to which the organisation values their contributions and cares for their well-being. Employees' feelings about the organisation reflect the psychological relationship between the employees and the organisation and also influence motivation, belief, and overall performance.
The foundation for the concept of POS is Perceived Organisational Support Theory. This theory suggests that when employees believe they are supported, they are motivated to reciprocate by putting in more effort and showing greater loyalty. Employees who feel valued are more devoted to the organisation, creating a cycle of trust and positive organisational outcomes.
POS is a vital workplace concept; it reduces stress , improves psychosocial relationships and helps employees cultivate meaningful alignment between their personal and organisational goals and objectives. POS in the workplace ensures that employees feel valued, seen, and heard.
Building strong Perceived Organisational Support is not the responsibility of a single group; it requires collaboration across different levels of the organisation. Each stakeholder contributes uniquely to making employees feel valued, respected, and supported.
Managers impact daily experiences through recognition, direction, and fairness. They show employees how much the organisation cares through their direct actions. Supported and consistent leadership builds retention and commitment from employees.
Human resources create policies, benefits, and engagement initiatives that illustrate how much the organisation cares. The HR team ensures that individuals have access to resources that can impact their well-being and growth. If the HR team is proactive, they will be able to prevent situations before they arise in the workplace.
Team or peer members play important roles in relation to how someone experiences workplace respect and collaboration. It reflects that a supportive environment builds the potential for a more trusting and belonging environment for employees. Positive relationships with team members can enhance morale.
The top management sets the example for the organisation through communication and behaviour. When an employer shows care and genuine support for employees and a strong commitment towards top-down support, trust develops, and it can lead to a more positive and healthy workplace culture.
Learning and development teams demonstrate an organisation’s commitment to employee growth by providing learning & development training and career development. These opportunities provide employees with the potential for long-term commitment to the organisation and their immediate motivation.
Perceived organisational support can be observed in everyday practices where companies show care for their employees. These examples highlight how organisations demonstrate that they value contributions and prioritise employee well-being. Such efforts create stronger trust and loyalty in the workplace.
Occasionally, giving awards, promotions, or simple appreciation to employees creates value. Recognition reminds employees that their efforts are seen and paid attention to. With this acknowledgement, they are often motivated, and their morale increases.
Flexibility in the workplace can come in many forms, like flexible hours , well-being programs, or remote work opportunities. When organisations offer these opportunities, it reinforces to employees that their personal lives are respected. These opportunities often lessen burnout because employees feel supported and engaged to do their best work.
Fair compensation, usually in the form of a competitive salary and some benefit plan (usually healthcare and retirement), supports the employee's financial well-being, and that adds to their assurance. While it may appear as indirect support, it was still an expression of care for the employee's own long-term financial independence.
Providing workshops about building skills and mentorship opportunities for promotion is a way the company is indicating that it cares about the employees' professional growth. Employees typically leverage these growth experiences to support their organisational commitment and build confidence in their job role.
When organisations support employees who suffer personal struggles such as medical problems, family issues, etc. The organisation has also demonstrated to employees that they have value and care for their well-being.
Especially understanding how employees perceive their organisational support (upon which it relies) is critical for organisations in general. It helps identify gaps in support systems and provides insights to strengthen employee relationships. Hence, the following strategies are typically used to measure POS:
Structured surveys with Likert-scale questions (e.g., “My organisation values my opinions”) give organisations a way to measure employee perceptions. They provide quantitative measures of how supported employees feel across a variety of aspects.
The POS scale is a standardised scale that measures the employees’ beliefs regarding organisational caring, fairness, and acknowledgement. It is one of the best ways to measure how strong POS is across teams.
Open channels, such as suggestion boxes, focus groups, or pulse surveys, allow employees to give their input in real time. The channels allow organisations to gain qualitative feedback to complement survey results.
High engagement and retention rates often indicate strong POS and well-supported employees; however, high turnover indicates systemic gaps in support. Tracking engagement and retention trends offers indirect but value-rich insights into employee perceptions of PO.
When employees perceive the employer's support, they will consistently experience positive trajectories in both performance and teamwork. Keeping track of performance and productivity trends means that employers can evaluate the actual effects of POS on outcomes of work and the workplace.
Optimising POS requires intentional actions that show employees their organisation values them and cares for their well-being. These practices not only improve morale but also strengthen engagement and retention. Below are some effective ways to enhance POS in the workplace:
Keeping employees informed about organisational goals, decisions, and changes fosters trust. When the communication is clear, employees feel less uncertain, they are being respected and can feel they are part of the decision process.
Regular acknowledgement of efforts and contributions motivates employees and helps them feel connected. Recognising employee contributions helps employees feel valued for their work.
Providing employees with training, mentorship, and promotions demonstrates the organisation's care about employee careers. Employees feel loyalty to the organisation and know that their development matters.
Flexible schedules , wellness programs, and leave policies provide the support to help employees harmonise their work and personal lives. Support tends to lessen stress and sustain productivity longer.
Access to mental health resources, counselling, and safe working conditions signals real care. Employees who feel the organisation is supporting their well-being feel safe and more dedicated to their organisation.
There are numerous benefits of perceived organisational support for both employees and the organisation. Employees who feel honoured and supported are motivated to act with more commitment to their jobs and their organisations. Below, we outline the important benefits of POS in further detail.
Employees who feel supported are more likely to be fully engaged in their work. When employees are engaged, they perform better, are more likely to innovate, and create stronger relationships with colleagues, all of which are advantages both for the employee and the organisation.
POS promotes a positive workplace culture that encourages an appreciation for employees and job satisfaction. Increased job satisfaction leads employees to be more engaged and committed to contributing positively to the organisation.
Supportive work environments have been shown to improve retention rates; however, utilising POS can build loyalty and trust in the workplace. Employees will be less likely to leave if they feel their well-being, is a priority.
When people feel safe and cared for, they become more productive and efficient. This leads to organisational growth and sustainability and allows for greater engagement across the organisation.
POS creates a stronger bond between employees and the organisation. This bond creates greater loyalty and commitment to the organisation and its goals over the long term.
