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Introduction
Steve notices that top management is taking a real interest in him lately.
He wonders what they're up to.
Perceived organizational support (POS) reflects employees "general belief that their work organization values their contributions and cares about their well-being" ([54] Rhoades and Eisenberger, 2002, p. 68). Moreover, POS "may be used by employees as an indicator of the organization's benevolent or malevolent intent in the expression of exchange of employee effort for reward and recognition" ([46] Lynch et al. , 1999, pp. 469-70). Research has discussed organizational support as a resource capable of influencing performance by neutralizing stressors ([54] Rhoades and Eisenberger, 2002) and increasing affective commitment to the organization ([48] Meyer et al. , 2002). [46] Lynch et al. (1999) posited that when employees perceive high levels of POS, they are more compelled to contribute to the objectives of the organization.
However, the modest associations for both in-role (n =12, r =0.16, p <0.01) and extra-role performance (n =16, r =0.20, p <0.01; [54] Rhoades and Eisenberger, 2002) with POS suggest the potential presence of moderating factors ([6] Armeli et al. , 1998). The magnitude of these relationships further implies that linearity may not be the only, or best, relational form ([32] Ferris et al. , 2006). Specifically, significant linear relationships do not automatically preclude non-linear forms from surfacing, nor do non-significant linear associations. To date, however, no research has examined non-linear POS-work outcome relationships.
In the current study, we build on previous research by simultaneously examining moderator and linearity implications on the POS-job performance relationship. First, we investigate the role of perceived organizational cynicism (OC), which is conceptualized as employees' opinions of company integrity and trustworthiness ([3] Andersson, 1996). Second, we examine both linear and non-linear implications of OC on the POS-performance relationship ([32] Ferris et al. , 2006). We contend that POS will be associated directly with job performance, as demonstrated in recent research ([58] Shanock and Eisenberger, 2006). We further assert, however, that this relationship will be non-linear with its form predicted by levels of organizational cynicism.
Conceptual framework and hypotheses
Perceived organizational support
According to organizational support theory ([27] Eisenberger et al. , 1997), employees personify the organization by developing an exchange relationship that varies in...