Published on June 2020 | Human Resources

DETERMINING FREQUENCY AND PERCENTAGE OF IT PROFESSIONALS PERCEIVED ORGANIZATIONAL SUPPORT
Authors: s.kumaresh
View Author: s.kumaresh
Journal Name: Mukt Shabd Journal
Volume: 9 Issue: 6 Page No: 4561-4569
Indexing:
Abstract:

Organizational rewards and job conditions play a large role in perceived organizational support as well. Sometimes, extrinsic motivation can mean more to an employee than intrinsic motivation because perceived appreciation has the power to turn a bitter employee into a content employee. Eisenberger and Rhoades discuss the many ways that employers can show appreciation and reward their employees. A few examples are paying their employees fairly; recognizing their employees for new ideas, exceptional work, etc.; promoting their employees when they deserve it; providing job security as incentive to remain with the organization; encouraging autonomy to correspondingly increase production and morale; reduce stress when made aware of it; and to provide proper training, to ensure employees' confidence in their jobs. Some of these factors carry less weight than others do. Being autonomous increases an employee's desire to continue to remain loyal to his or her organization because if he feels competent and confident in his ability to do well, he will be less likely to give up or lose faith.

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