Table of Contents
Survey of Perceived Organizational Support Scale
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About Survey of Perceived Organizational Support Scale
Scale Name
Survey of Perceived Organizational Support Scale
Author Details
Robert Eisenberger, Robin Huntington, Steven Hutchison and Debpra Sowa
Translation Availability
Not Sure
Background/Description
Organizational Support is defined as the extent to which the organization values employ-ees’ contributions and cares about their well-being (Eisenberger, Hunt¬ington, Hutchison, & Sowa, 1986). Individuals who score high on Survey of Perceived Organiza¬tional Support (Eisenberger, Hunt¬ington, Hutchison, & Sowa, 1986) will exhibit higher perception of organizational support.
Shortened version of the Survey of Perceived Organiza¬tional Support (Eisenberger et al., 1986) comprising of eight items was used (see Appendix D). These eight items were those that loaded the highest in Eisenberger et al. (1986) factor analysis. The scale was scored on a 7-point Likert type rating scale where “strongly disagree” was scored as 1 and “strongly agree: as 7. The score on the scale ranged from 8 to 57. Items no. 2, 3, 5 and 7 were reversed scored. The Cronbach’s alpha found for this scale was .90 (Eisenberger, Cummings, Armeli, & Lynch, 1997).
Administration, Scoring and Interpretation
- Provide clear instructions. Be sure to explain to employees the purpose of the survey and how to complete it accurately.
- Ensure confidentiality. Let employees know that their responses will be kept confidential and will only be used for research purposes.
- Collect the data. Once employees have completed the survey, collect the data and enter it into a spreadsheet or database for analysis.
Reliability and Validity
A reliability and item analysis was performed on the survey to assess its internal consistency and the strength of the individual items. The analysis resulted in a reliability coefficient (Cronbach’s alpha) of .97, which is considered to be excellent. This indicates that the items on the survey are highly correlated with each other and measure the same underlying construct, namely perceived organizational support.
The item-total correlations ranged from .42 to .83, with a mean of .67 and a median of .66. This indicates that all of the items on the survey are correlated with the total score, and that the correlations are generally strong.
In addition, the factor analysis of the survey results revealed a single factor, with minimal evidence for the existence of other factors. This suggests that the survey items are all measuring the same underlying construct, namely perceived organizational support.
The substantial factor loading of each statement and the high proportions of relative variance and total variance accounted for are notable, given that the items were constructed to include a wide variety of ascribed organizational attitudes and possible actions relevant to employees’ interests. This suggests that employees do develop global beliefs concerning the degree to which the organization values their contributions and cares about their well-being.
Available Versions
36-Items
08-Items
Reference
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
Important Link
Scale File:
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