Journal of Positive School Psychology http://journalppw.

com
2022, Vol. 6, No. 3, 1366–1384

Perceived Organisational Support and Employee Engagement: A

Literature Review
Gulshan Khajuria1, Dr. Nusrat Khan2

1. Research Scholar, GD Goenka University, Gurugram, Haryana, India

2. Associate Professor, GD Goenka University, Gurugram, Haryana, India

Abstract

Relationship between perceived organisational supportand employee engagement has

received growing interest ever since Eisenberger et. al., (1986) proposed organization
support theory. Considering diverse theoretical aspects of these constructs and availability
of different measurement tools, it has not been easy to define their correlation. This
research paper aims to examine relationship between perceived organisational support
and employee engagement. After thorough sifting of EBSCOHOST, J-GATE and Google
Scholar databases, 27 research articles were short-listed for review. Inclusion criteria
incorporated empirical articles in English, having keywords in the ‘Title/Keywords’ and
their assessment tools based on respective frameworks. Literature review highlighted a
direct/moderating relationship between two constructs, wholly or partially. Lastly,
implications, limitations and future research have also been discussed. Inadequate
interpretation of relationship between these two constructs has been due to limited cross-
sectional research in this field and highlights need for integrated longitudinal research
studies signifying practical effects of perceived organisational support and employee
engagement.

Keywords: Employee engagement, Literature review, Peer reviewed, Perceived

organisational support, Work engagement.

1. INTRODUCTION gives them the flexibility to reconcile their

differing perspectives. Employment as such has
The aim of this research article is to study
been considered as, ‘a business of loyalty and
theexistingrelationshipbetween the perceived
effort for social rewards and real benefits’, by
organisational support (POS, hereinafter) and
some of the social theorists like, Bateman &
the employee engagement (EE, hereinafter)
Organ, 1983; Brief &Motowidlo, 1986; Organ
based on previously published literature. The
&Konovsky, 1989; Steers, 1977; and the same
loyalty and dedication of employees has always
has been cited by Rhoades & Eisenberger,
been appreciated and valued by their
(2002) also.Further, Eisenberger et al., (2001),
employers. A review of the literature on
whilecitingGouldner, (1960), stated that when
commitment reflects that committed employees
a person receives nice treatment from another
of an organization always perform better, have
individual, he feels morally obliged to
lesser absence from dutyas well aslesser
reciprocatewith the similar behaviour. This
chances of resigning from their job (Meyer &
reciprocity behavioural norm is equally
Allen, 1997; Mowday, Porter, & Steers, 1982).
applicable to the employee and employer
Compared to this, the organization’s
relationships in an organisation.In an
commitment to its employees, in terms of
organisation,employees’ universal perception
transparency in functioning; getting additional
and belief that their organisation highly regards
resources required for better
their role and welfare is termed as ‘POS’. The
performance;getting respect andgetting better
concept, POS and its relationship with EE has
pay & promotion etc, affects them more
fascinated researchers further, post its
positively. This linkage between the employee
introduction by Eisenberger, Huntington,
and the employer has originated a norm of
Hutchison, & Sowa, (1986) through
reciprocity (Gouldner, 1960). This standard
organizational support theory (OST,
reciprocity between employees and employers

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1367 Journal of Positive School Psychology

hereinafter). This theory, as such, is based on support is the main concept of organizational
the assumption that the employees of an support theory which explains that “employee
organization develop a universal perception evidently believes that organization has an
and belief about the level up to which their employee orientation whichinvolves both,
own organisation appreciates the importance of acknowledgement of their contribution as well
their role as well asfeels concerned about their assense of responsibility towards their well-
well-being.This belief of the employees always being” (Eisenberger et al.,2002, p. 565).
depends on the willingness with which their Rhoades and Eisenberger (2002), further
organization provides them with incentives for elaborated thatPOSimplies a shared belief
the extra work effort and also fulfil theirsocio- among the employees of an organization that
emotional needs.All those employees whose their organization values their contribution and
socio-emotional needs get fulfilled,are bound is also concerned about their
to be more committed to its organization in welfare.According to various studies
comparison to those whose needs are not undertaken by Eisenberger, Huntington,
fulfilled.This concept of POS has given new Hutchison and Sowa, (1986) and Eisenberger,
ideas and directions to the researchers as well Cummings, Armeli& Lynch (1997)
as the organizations to work upon so as to etc.,employees’ belief in the organizational
further enhance the EE of their employees. The support is directly proportional to the
primary focus of this article is, discovering and organization’scommitment towards them. This
unravelling of connection between employees’ POS helps employees to engage with their
POS and EE.EEas a concept, has anextensive organizations with the hope that their efforts to
connection to the present-day management achieve organizational objectives will be
practices as well as to academic researchers rewarded.According to Kurtessis et al., (2015),
and has been equally popularised by them. Its POS not only provides socio-emotional
significance could be gauged from its appliance benefits but also other economic benefitsfor the
by various organizations to enhance their extra work efforts.A close connection of POS
performance and gain competitive advantage with certain other important outcomes like
(Cesário&Chambel, 2017; Xanthopoulou, organizational commitment has also been
Bakker, Demerouti & Schaufeli, 2009). observed by researchers such as Loi et al.,
(2006) whereas few others like Pazy and
Though for the past decade and a half,
Ganzach, (2006) and Makanjee, Hartzer, Uys,
researchers have undertaken various academic
(2006) observed a relationship between POS
studies and established a link between POS
with job satisfaction, positive approach and
andEE, but inadequacy of related pertinent
commitment. Therefore, it could be said that
literature limited to cross-sectional studies only
POS leads to positive behaviour and attitude
as well as absence of studies incorporating
among employees and organization benefit
socio-demographic aspects, of the subject still
from it. In a specific study carried out by Bell
remains a challenge for the
and Menguc (2002), among service industry
researchers.Therefore, this research article
employees, it was observed that the employees
explores the literature related to the
with higher levels of POS were more
relationship between POS and EE to meet the
courteous, focused and involved more on the
challenge and fill this academic gap by
client’s interest in comparison to other
presenting a consolidated account of the
employees. Gyekye and Salminen, (2007)
studies, assessment tools and key findings of
argued that those employees who receive
these studies on the two variables.
organisational support tend to contribute with
1.1 Perceived Organizational Support loyalty, efficiency and increased productivity
Research onPOS started with the observation for their organisation. POS therefore being a
that if the employers are concerned about necessary prerequisite factor for getting from
commitment of their employees to the assigned employees their required output beneficial for
work in the organization, so are the employees the organization in the long run. It helps in
about their employer’sresponsibility about their fostering an atmosphere of trust within an
welfare and interests (Eisenberger, Huntington, organization creating greater value for the
Hutchinson, & Sowa, 1986) and all the organization.
research on POS finds its origin in According to Rhoades & Eisenberger, (2002)
organizational support. Perceived organization and Makanjee et al., (2006) POS plays an

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 1
Gulshan Khajuria , et. al. 1368

important role whiledealing with the stressful be defined as the degree of commitment
situations in the organisations and it is andinvolvement of the employees towards its
definitely significant to support the employees organisation and its principles. Therefore, it
to perform in such conditions. Pazy and could be stated that all the employees of an
Ganzach (2006)have said that in employment organization who receive positive interpersonal
relationships, the significant social exchange support, personal meaning, and work
has alluded to the POS. Further on social effectively, will feel motivated and engaged.
exchange in organisations, Shanock& This engagement of employees could be
Eisenberger, (2006) cited an analysis carried explained by Social Exchange Theory (SET,
out by Masterson (2001), and said that it hereinafter). According to SET, the
focuses on the employee’s ability to pay back relationship between employees and their
favours they receive. Based on fundamentals of organisations is reciprocatively interdependent
organisational support theory, Shanock& on each other in such a manner that the
Eisenberger, (2006) havementioned that economic and socio-emotional benefits of the
employees develop POS to fulfil their socio- former are reciprocated with EE leading to
emotional requirementsas well as because of better work performance and the vice versa
their organisation’scommitment towards their (Karatepe, 2013). Researchers like Schaufeli et.
welfare.Therefore, it could be said that POS al., (2001) havedefinedengagement
has emerged as a distinct concept altogether.Its asa positive, rewarding & work-related state
characteristics have no resemblance to the that typified by vigour, dedication, and absorption.
of other concepts like commitment, job Bakker et. al. (2008) also brought out that
satisfaction etc. Numerous researchers have engagement is a “positive, fulfilling, affective
carried out studies aimed at its antecedents, motivational state of work-related well-
consequences and measurement (Ahmed & being that is characterizedby vigour,dedication,
Nawaz, 2015). & absorption”(p. 187). Therefore, it can be
stated that a work-related condition related to
1.2 Employee Engagement
performance and emotional drive of employees
Employee engagement has become one of the described by vigour, dedication and absorption
important aspects and concern for the is termed as engagement.Law, Dollard, Tuckey
management of the organizations owing to its & Dormann (2011), stated that engagement is a
scale of utility and significance in the current good indicator to know about employees’
business world (Welbourne, 2007), and also approach towards work, which could be
due to the fact that engaged employees are grouped in threepossible ways which are,it is
more job oriented and dedicated to their meaningful,inspiring and it attracts extra
organization (Macey & Schneider,2008). effort., dedication, absorption and vigour
Therefore, it could be said thatEE is as respectively. Therefore, the three facets of
important and imperative for the growth of EEare: -
employeesas it is for the organizationsand it
(a) Vigour –asdefined by Schaufeli et. al.,
surely lends acompetitive advantage to the
(2002) is the self-inspired enthusiasm applied
organizations. As a pioneer of the concept
toone’swork, heightened mental resilience and
Kahn (1992) stated that engagement starts with
energy during execution of work, and being
the behavioural involvement of peoples
persistence while facing difficult situations.
psychical, cognitive and emotional energy into
work activities.Further, EE has been described (b) Dedication –asdescribed by Schaufeli et.
by Wellins and Concelman (2005) as “the al., (2002) is a feeling of pridefulness, worth,
illusive force that motivates employees to challenge, passion and stimulation.
higher levels of performance” (p.1).Therefore,
(c) Absorption –asreferred by Schaufeli et. al.,
it could be said that in order to achieve the
(2002) is,“being fully focused and
organisational objectives, this concept could be
deeplyabsorbed in one’s work, in which time
utilized to get the employees engaged to their
passes without realization and one finds it
work. Thus, Wellins and Concelman (2005)
difficult to detach oneself from work”.
gave another definition to theEE which is “the
feelings or attitudes employees have toward 1.3 Perceived Organizational Support
their jobs and organizations” (p. 2). According and Work Engagement
to Bhattacharya & Mukherjee, (2009) EE could

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1369 Journal of Positive School Psychology

The fact that at any workplace, higher ofenhancing job skills and access to additional
level of EE is displayed by all those employees job resources are fully engaged and committed
who perceive support from their organization, to the organization, additionally, they also feel
has been well established by the literature on obliged to pay back and develop a sense of
the subject.POShas already been described in loyalty towards the organization.
section 1.1as a global belief concerning the
Relationship between facets of POS with other
level up to which their own organisation
variables, for instance organisational
appreciates the importance of their role as well
commitment, job satisfaction and other HR
as feels concerned about them (Eisenberger,
practices have been examined by various
Huntington, Hutchnison& Sowa, 1986, p. 504)
studies (Mills et al., 2013) and conclusive
and it is also considered as very essential to
evidence has emerged confirming that
understand the work-related attitude and
higherengagement of employees, will help both
behaviour of employees. Bakker et al., (2003)
the organisation as well as individuals to get
stated that at any work space the support from
better results. However, Parker & Griffin,
that close community group and work
(2011) observed that the research on the
autonomy are certainly related to EE and the
subject is only at the early stages to decode the
support from the organization as such
extent and the strength of its impact on this
definitely leads to higher organizational
relationship.Whereas Rich, Lepine, &
commitment and reduces the probability of
Crawford, (2010) opined that most of the
leaving the organization. Therefore, it could be
research on this subject matter has merely
concluded that if the employees of an
focused on the direct outcomes of POS, such
organization perceive that their efforts are
as, employee attitudes and behaviours and not
being recognized and appreciated, they become
on the comprehensive effects.POS has also
more involved & committed towards their
been found to beassociated to the conceptslike
work and take more initiative to effectively
justice and fairness, rewards and resources, as
complete it.Aktar and Pangil (2018), in their
well as perceived leadership support. Chen et
study on bank employees, observed that when
al., 2009 supported the argument that
employees were provided support in terms
employees with highersense of POS view their
ofsuitable career training;well-defined goals
work as well as organization more positively.
and guidance, they do appreciate the
Therefore, it could be concluded that there
organizationalsupport. As a result of it, they
exists a significant and positive relationship
doget inspired and get more engaged in their
between POS and EE.
work. Better engaged employees of an
organization enjoy their work more, provided
they have requisite skill and autonomy to 2. METHODS
complete tasks and also find theirwork
interesting. Employees who perceive 2.1. Literature Search
organizational support from their We carried out a comprehensive literature
organizationtend to be veryinspired, more search to identify the relevant published
spirited and have positive attitude at the research articles establishing the relationship
workplace.A close relationship between EEand between work engagement or EE and POS. The
employee motivation has also been established database websites were searched rigorously
by Dulagil (2012). Gyekye and Salminen from 01 Feb– 07 Feb, 2022, which
(2007) stated that POS helps employees in includesEBSCOHOST, J-GATE, and Google
establishing strong relationship with their Scholar. Keywords used in our research were
organizations and get more dedicated towards work engagement, EE andPOS, which were
their work.Similarly, Truss et. al. (2013) in looked for either in the title or keywords of the
their study also opined that higher engagement article. The common British Commonwealth
levels level of the employees, more dedication, spelling ‘organisational’ was also used. Our
involvement andcommitment they will have search identified research articles published in
towards theirorganization.Findings of another the English language only from the year 1986,
study undertaken by Otineo, Wangithi and when the concept‘POS’as such was first
Njeru (2015) suggested that all those introduced by Eisenberger and his fellow
employees who believed and trusted in the authors, up to 2021. In addition, we also
efforts of their organizations support in terms

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Gulshan Khajuria1, et. al. 1370

carried out manual searches which further review was that the keywords identified and
supplemented and refined our database of specified in the above section must figure
articles. The research articles collected include either in the title or the keywords of the
th article.
various key source urce articles on POSlike The penultimate prerequisite was that
Eisenberger et al., (1986)) &(1997)
&( and assessment tools of the constructs, EE and
Rhoades & Eisenberger, (2002). POSmust
must be based on their respective
frameworks. This conditiondirected us to take
2.2. Inclusion And Exclusion Criteria for
inonly those studies that evaluated the three
Research Articles
dimensions of EE viz vigour, dedication
dedica and
Our literature review covered only those absorption based on The Utrecht Work
research articles which conformed to the laid Engagement Scale (UWES). It alsoled us to use
down inclusion criteria.First
First condition was that only those studies that evaluated POS based
the research article must be based on empirical onits definition given byEisenberger
Eisenberger et al.
data and not merely based on conceptual (1986). Therefore,, we excluded articles that (a)
papers or critical analyses except the ones appliedPOS to a particular form of
specified in theprevious section.. The second organizational support i.e.. POS for
prerequisite
site was that the articles must have creativeness; (Zhou
Zhou & George, 2001), (b)
work engagement or EE and POS POSas related which are diversefrom all-inclusive
inclusive POS
variables. Acknowledging
ging the wide array of construct (Eisenberger &Stinglhamber, 2011)
concepts identified with the term’s
term’sEE and and (c) POS grouping with other constructs
POS,, we chose to exclude the articles dedicated likesupervisor
supervisor support and engagement; (Ward,
to organizational engagement, job engagement, 2006). Lastly, we omitted foreign-language
foreign
superior support, organizational support or articles for which English translation was
commitment. The third prerequisite for inaccessible.
incorporating the articles in our literature

Fig. 1. Flowchart of Research Art

Article
icle selection procedure [Source: Authors’ own]

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Journal of Positive School Psychology http://journalppw.com
2022, Vol. 6, No. 3, 1366–1384

2.3. Data extraction scale used to assess POS, in these articles, is

the shorter version of SPOS,i.e., scale
The preliminary examinations of research
established by Eisenberger et. al. (1986) or any
articles facilitated us to identify 239 potentially
one of its refinedversions. The authors like
eligible studies: 51 in EBSCOHOST, 43 in J-
Wan &Saidin(2018) used all the 24 items,
GATEand 145 in Google Scholar. Exclusion of
Thirapatsakun, T., Kuntonbutr&Mechinda
duplicates as well as the articles dedicated to
(2014) used 20 items, and Myung & McDonald
similar looking concepts but with different
(2017) used only 5 items of the original scale,
meaning like organizational engagement, job
in their respective research articles. Similarly,
engagement, superior support, organizational
shorter versions of UWES i.e., Utrecht Work
support or commitment etc provided us with 91
Engagement Scale developed by Schaufeli et al
relevant articles. At this point, we vetted the
(2006) have been used to assess the EE,
titles and abstracts of the articles as per the laid
wherein, Arora&Dhiman (2018), Köse (2016),
down criteria of inclusion and exclusion as
Dar & Siddique, (2020), and Thirapatsakun,
specified in the previous section. This vetting
Kuntonbutr&Mechinda, (2014) used UWES-
led to further elimination of certain research
17; Lan, Chen, Zeng, X. & Liu, T. (2020) used
papers that (1) did not have the keywords
UWES-15 versions of the scale in their
identified and specified by us for this article
respective research articles. Myung H. Jin. &
either in the title or the keywords of the article.
Bruce McDonald (2017) measured only two
(2) were not evaluated based on Utrecht work
dimensions of EE viz vigour & dedication by
engagement scale (UWES) for EE and
using only 4-items of UWES and only one
Eisenberger et al.’s (1986) scale for POS. (3)
dimension of POS by using 5-items of SPOS
applied POS to a particular form of support i.e.,
scales. Adetailed account of the studies and
POS for creativeness; (Zhou & George, 2001),
assessment tools of POS & EE along with key
(4) are diverse from all-inclusive POS
findings are presented in Table 1 given below.
construct (Eisenberger &Stinglhamber, 2011)
and (5) used grouping of POS with other 3.1. Results With Positive or Negative
constructs like supervisor support and Relationship Between POS and EE
engagement; (Ward, 2006). Foreign-language
This study of twenty-sevenresearch papershas
articles for which English translation was
established a positive association between POS
inaccessible were also not included. Towards
and EE. The findingsobtained from these
the completion of this short-listing procedure
research articles, not only revealed
(Fig. 1), a total of 27 peer reviewed research
adirectrelationship between POS and EE but
papers conforming to the inclusion criteria
also established the association of these
were selected for the literature review and 212
variables with other constructs, details of
were excluded. All these short-listed empirical
which have been given in Table 1, given
research papers were read meticulously and
below. Furthermore, they also established link
analysed to establish the relationship between
between vigour, dedication and absorption, the
POS and EE.
three dimensions of EE withPOS.
A number of recent studies by different
3. RESULTS researchers like Imran, Elahi, Abid, Ashfaq&
Ilyas 2020); Tan, Wang, Qian, & Lu (2020);
All the twenty-seven articles included in our
Vermeulen & Scheepers (2020);
review have been taken from various fields of
Dar&Siddique, (2020); Yang, Huang, Qiu,
study,which includes hospitals, banks,
Tian, Gu, Gao& Wu (2020); Isa & Ibrahim
educational institutes, tele-communication& IT
(2020), and Wibawa, Takahashi,
companies and defence establishments, of both
&Riantoputra(2021), though used different
private as well as government sectors. All these
statistical tools like correlation, regression
studieshave been further classified into three
analysis, AMOS, factor analysis and PLS-SEM
categories i.e. (a) articles indicating a positive
but concluded with empirical data (as shown in
or negative relationship between POS and WE,
the table) that POS is significantly related to
(b) articles revealing thatonly some dimensions
EE.All the studies, which used either
of the two variables are related and (c) lastly,
correlation or regression as statistical tool,
articles testifying that POS has moderating
clearly established a positive relationship
effect on EE through some other variable.The

© 2021 JPPW. All rights reserved

 1
Gulshan Khajuria , et. al. 1372

between POS and EE. The authors of these (AL); Psychological Capital (PsyCap);
studies, also found that both these variables are Turnover intention (TI); Talent development
also related to other variables like Perceived (TD) etc.and the same has been shown intable
supervisor support (PSS); Organizational 1.
citizen behaviour (OCB); Authentic Leadership
Table 1: Description of Articles, Scales Used and Their Results Included in Study

S.N POS Scale Examined Statistical Principal

Study Sample (N) Statistics
o EE Scale variables analyses results
1 Wang, X., 1,016 Survey of -SPOS ANOVA -Positive POS-
Liu, L., Female Perceived -WE Pearson’s relationship Vigour--
Zou, F., nurses; Organizatio - PsyCap Correlatio among the r=0.433,
Hao, J. & Average nal Support n constructs, r2=0.23
Wu, H. age-33.6 (SPOS). Hierarchic POS and POS-
(2017) years, & UWES (9- al linear WE and Dedication
average item scale) regression PsyCap --r=0.447,
service- -Positive r2=0.36
12.6years. relationship POS-
between Absorptio
POS and n-r=0.344,
PsyCap r2=0.16

2 Imran, M. 638- Bank 8-item -POS Correlatio -POS is r=0.38,

Y., Elahi, employees scale of -WE n analysis positively p<0.01
N. S., Abid, Male-431, Eisenberger -Thriving Explorator related to Factor
G., Ashfaq, Female- et al. for at work. y factor WE as well Loading
F. & Ilyas, 207, POS - analysis. as thriving at Range for
S. (2020) UWES (9- Flourishin work&flouri POS from
item g shing 0.690 to
version) for -Thriving is 0.798.
WE positively Factor
related to Loading
WE Range for
-POS WE from
indirectly 0.513 to
influences 0.789.
WE through POS-WE-
thriving as β = 0.27, t
well as = 5.62, p <
flourishing 0.001
as mediator.
3 Wan, P. 426-Admn POS scale POS Correlatio -Positive r=0.646
&Saidin, K. staff of 24 items WE n analysis relationship r2=0.417
B. (2018) newly UWES 9 Regressio between p=.000
established items n analysis POS & WE and
Univ. -POS is a f=304.467
predictor of
WE
4 Ali, F. H., 273 service Schaufeli & POS Correlatio -POS r=0.58
Rizavi, S. workers Bakker WE n analysis positively r2=0.34
S., Ahmed, (2006)- OCB, Regressio predicts WE, POS-WE-
I. & UWES Well- n analysis OCB as well β=.248,
Rasheed, Eisenberger being as well being SE=.035,
M. (2018) et al., -Well-being p=.000

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1373 Journal of Positive School Psychology

(1986)- 7 positively
item predicts WE
as well as
OCB
-WE
positively
predict OCB
-Well-being
& WE create
a chain in
relationship
of POS &
OCB
5 Chung-Jen 520 POS- POS ANOVA -POS p-value
Wang frontline SPOS- 6 WE SEM positively 0.68
&Kuan-Ju employees item Emotional AMOS influences POS-WE-
Tseng of 5-star adopted Labour 24.0 WE path
(2019) hotels. WE_UWE Self- CFA -Self- coefficient
Group 1- S efficacy efficacy = −0.13
320 & Self- positively
group 2- Quality influences
200 pers. WE
-WE
positively
influence
service
quality
-WE mediate
the effects of
deep acting,
POS & self-
efficacy on
service
quality
6 Al-Doghan, 289 WE- POS Multiple -POS r=0.94
M. A. employees Schaufeli WE Regressio positively r2=0.89
(2019) of telecom and Bakker Training n analysis influences
companies. (2004)- 9 & the EE
Male- 201 item Developm -Training
Female- 88 POS- ent and
Eisenberger A fair Developmen
et al. rewards t positively
(1986). system influence EE
Informati -A fair
on reward
Sharing system
positively
influences
EE
-Information
sharing
positively
influences
EE

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 1
Gulshan Khajuria , et. al. 1374

7 Al-Omar, 81- WE-UWES WE ANOVA -There is a β=0.31,

H. A., Pharmacists (9) POS Multiple significant F = 7.07
Arafah, A. Mean age- POS- POS Brief regression relationship p=0.010
M., 30.7 ± 6.1 (8) scale- Resilience between
Barakat, J. years & Eisenberger POS & EE
M., Mean work et al., -POS is a
Almutairi, experience- (1986) significant
R. D., 8.4 ± 5.6 predictor of
Khurshid, years EE
F. -Resilience
&Alsultan, is a
M. S. significant
(2019) predictor of
EE
8 Wibawa, 155- WE-UWES WE PLS-SEM -POS has a r2=0 .42
W. M. S., Awardees (9) POS positive Q2=0.0.28
Takahashi, of POS- Perceived correlation β = .42, p
Y., scholarship. Eisenberger emotional with WE < .001
&Riantoput All less et al., demands -Employee β=0.42
ra, C. D. than 40 (1986)-9 voice has a SE=0.11
(2021) years of age items positive
correlation
with WE
-POS &
emotional
demands is
positively
correlated &
significant as
predictors of
WE
-POS for
private
sector
employees
showed a
significant
positive
relationship
with WE
while for
public sector
employees,
there was no
significant
correlation.
9 Tan, L., Study 1- UWES WE Correlatio -POS is b = 0.76,
Wang, Y., 210-Univ Eisenberger POS n positively SE = 0.07,
Qian, W. & employees- et al., Job associated CI = 0.00,
Lu, H. (45.2% (1986)-9 Crafting with WE 0.63
(2020) male, items Intention -POS is r=0.78
76.2% Leader positively
married) Humour associated r=0.76
Study 2- with Leader
406- humour

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1375 Journal of Positive School Psychology

consulting -POS & WE

company mediates the
employees- relationship
250, males between
& 156 leader
females humour &
job crafting
in terms of
seeking
resources,
challenges &
reducing
demands
10 Vermeulen, 202 IT UWES WE AMOS -POS is POS-WE
T., & employees Eisenberger POS Hierarchic significantly with a
Scheepers, 120 male & et al., AL al related to coefficient
C.B. (2020) 82 female (2002)-8 regression WE of
employees’ items -POS has a 0.52825.
mediating b =
effect on the 0.40616
impact of
AL on WE.
-AL is
significantly
related to
WE & POS
11 Rara, P. G. 100 UWES-17 WE Pearson -POS has a r=0.594
(2019) employees Eisenberger POS Correlatio strong r2=0.445
of Y- et al., Psycap n &positive
generation, (1986)-9 Regressio relationship
age range items n with WE
23-32 -PsyCap has
years. a strong
Males 55 & &positive
females 45 relationship
with WE as
well as POS
12 Najeemdee 203-Staffs Schaufeli WE Pearson -POS has (r = 0.595;
n, I. S., of College and Bakker POS Correlatio significant p ≤ 0.05)
Abidemi, of Business (2003) with Perceived n influence on r2= 0.354
B. T., 9 items. org Multiple WE (β=0.159,
Rahmat, F. Eisenberger culture Regressio -Perceived p≤0.05)
D. &Bulus, et al., n organization
B. D. (1986)-8 al culture
(2018) items has
significant
influence on
WE
13 Mathumbu, 106 Nurses- UWES WE Pearson -There is a r=0.31,
D., & Male-23, SPOS POS Correlatio relationship p<0.01
Dodd, N. Female-83 n between
(2013) POS & WE;
POS & OCB
and WE &

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 1
Gulshan Khajuria , et. al. 1376

OCB
-POS has a
positive
moderate
relationship
with WE

14 Arora, N., 246 UWES-17 WE AMOS -POS is Correlatio

& Dhiman, Teachers in Eisenberger POS Correlatio positively ns, POS-
N. (2018) private et al., Perceived ns related to 0.73
senior sec (1986)-8 Organizati Regressio WE WE-0.69
school items onal n -There is Std
Justice significant Coefficien
OCB relationship t-0.39
Job between WE CR-3.69
Satisfactio & OCB β = 0.39,
n -WE have p<0.01
significant
relationship
with job
satisfaction
15 Meintjes, 125 Sales UWES-9 EE Factor -POS has a
A., & representati Eisenberger POS analysis, significant (β = 0.44,
Hofmeyr, ves of et al., Resilience multiple relationship p < 0.05)
K. (2018). Pharmacy (1986)-8 Regressio with EE (F = 27.20,
items n -There is no p < 0.05)
Analysis significant
of relationship
variance between
resilience &
EE
16 Dogru, 203 Schaufeli, WE Regressio -POS has a r=0.27
Çağlar employees et al., POS n positive r2=0.341
(2018) of two (2002)-6 PSS, relationship
separate Eisenberger PPS with WE
Techno , et al., Innovativ -POS has a
parks of (1997)-8 e positive
Defence items Behaviour relationship
sector. with
Males=126; innovative
Females-77 behaviour
--PSS has a
positive
relationship
with
innovative
behaviour
-WE have a
mediating
effect the
relationship
between
POS &
innovative

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1377 Journal of Positive School Psychology

behaviour
and POS &
PSS
17 Köse, A. 433- UWES-17 WE Correlatio -There is a r=0.27,
(2016) Teachers of Eisenberger POS n significant & p<0.01
primary & et al., Organizati Factor positive
secondary (1986)- 8 onal Analysis relationship
schools items Climate between WE
& POS
-There is a
significant &
positive
relationship
between WE
&
organization
al climate
--There is a
significant
relationship
between
POS &
organization
al climate
18 Dar, M. A., 166-Bank WE- WE Correlatio -Contact r=0.21
Siddique, Employees UWES-17 POS n employee r2=0.33
M. A. 480- Bank item PSS Explorator support
(2020) Customers POS- Organizati y factor positively
Eisenberger onal analysis influences
et al. performan WE
(1986)-7 ce -WE
item Customer positively
satisfactio influence
n organization
al
performance
-Contact
employee
support
positively
influences
organization
al
performance
-POS is
more
influential
antecedent
of the
contact
employees
WE
19 Thirapatsak 890 Nurses UWES-17 WE CFA -POS has SEM-
un, T., from 44 Eisenberger POS SEM influence on Results of

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 1
Gulshan Khajuria , et. al. 1378

Kuntonbutr private et al.’s JD TI through adaptabilit

, C. Hospitals. (1986)-20 TI WE y- χ2 =
&Mechinda Most of items -JD has 392.845,
, P. (2014) them were influence on df = 170,
female i.e., TI through χ2 /df =
875 WE 2.848,
-High & low RMSEA
levels of =.038, NFI
POS are not = .976,
moderators SRMR =
between JD .081, and
& WE CFI =
-WE could .960.
be a strong
predictor of
TI
20 Yang, S., 836 UWES WE Hierarchic -POS is Vigour (β
Huang, H., Doctors, SPOS POS al multiple positively = 0.402, P
Qiu, T., Males-285; PsyCap regression associated < 0.01),
Tian, F., female-551 with WE Dedication
Gu, Z., -PsyCap is (β = 0.413,
Gao, X. & positively P < 0.01),
Wu, H. associated and
(2020) with WE Absorptio
-PsyCap n (β =
mediates the 0.373, P <
relationship 0.01).
between
POS & WE
21 Isa, A. B., 164 UWES-9 EE PLS-SEM -POS have a POS →
& Ibrahim, employees Eisenberger POS positive Vigour β-
H. I. B. of Govt et al.’s TD relationship 0.501, t-
(2020) linked (1986) with vigour, value-
companies dedication & 6.116
absorption, POS →
with the Dedication
strongest - β -0.560,
effect on t-value-
dedication. 8.024
-There is a POS →
significant & Absorptio
positive n- β -
relationship 0.521,
between TD t-value-
& POS 7.605
22 Myung H. 1251 Schaufeli et WE Ordinary -POS is r=0.26
Jin. & employees al., (2002)- POS least positively
Bruce from state WE PSS squares related to
McDonald & local measured (OLS, WE
(2017) Govt by index of hereinafter -PSS is
agencies 4- items ) positively
only. regression related to
POS -based WE
measured path -PSS is

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1379 Journal of Positive School Psychology

by 5 items coefficient positively

only s related to
POS
23 Gadi, P. D. 400 UWES- WE PLS-SEM -POS did not POS-WE-
& Hung- Academicia Schaufeli, POS bootstrapp moderate the TI- (β = -
Kee, D. M. ns Bakker, PSS ing link between 0.037,
(2020) Males-283, &Salanova, TI procedure WE & TI t=0.833, p
Females-77 (2006) -There is a > 0.05).
Eisenberger relation WE-TI- (β
et al.’s linking = -0.190,
(1990) engagement t=2.848, p
& TI & that < 0.01)
PSS offsets
for low
degrees of
engagement
-
Relationship
between WE
& TI is
moderated
by PSS
24 Lan, T., 744 Police UWES-15 WE Pearson -POS r=0.69
Chen, M., Officers; Eisenberger POS Correlatio significantly r2=0.48
Zeng, X. & 609 males et al., Job n & positively POS-JS-(β
Liu, T. and 135 (1986)-9 Satisfactio AMOS predicted job = 0.38, t =
(2020) females items n satisfaction 12.91, p <
Emotional -The direct 0.001)
Self- prediction POS-WE-
Efficacy effect of (β = 0.04, t
POS on WE = 0.58, p >
is not 0.05).
significant
-POS can
indirectly &
significantly
predict WE
through job
satisfaction
(β = 0.67, t =
17.95, p <
0.001).
-Regulatory
emotional
self-efficacy
moderates’
relationship
between
POS & job
satisfaction
as well as
between job
satisfaction
& WE

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 1
Gulshan Khajuria , et. al. 1380

25 Ortiz- 292 SPOS POS - -Significant Vigour (ρ

Isabeles, C. Mexican UWES WE Regressio relationship = 0.33) &
J. & workers of n analysis between one
Garcia- the tertiary -Spearman dimension of Dedication
Avitia, C. sector. correlation POS (ρ = 0.28)
A. (2021) 130 female (satisfaction
& 162 of socio-
males affective
Average needs) &
age-38.71 two
years. dimensions
of WE
(vigour &
Dedication),
but it is a
weak one
26 Yongxing, 1094 SPOS POS Correlatio -WE isχ 2 (1094)
G. Hongfei, Customer UWES WE n analysis positively = 1423.47,
D. Baoguo, Service Objective Regressio related to job χ
X. & Lei, employees task n analysis performance 2/df=1.30
M. (2017) of telecom; performan - POS is a ，RMSEA
340- males, ce. key =.04, CFI=
754- moderator of .92,
females. WE & job GFI=0.90
Mean age- performance ，
28.69 TLI = .91.
r=0.48
27 Gupta, V., 475 Nurses SPOS POS Correlatio -Affective r=0.42
Agarwal, in 9 big UWES WE n commitment r2=0.20
U. A. & hospitals. Commitm Regressio mediates the POS-WE-
Khatri, N. 11% males ent n analysis relationship (b = 0.39,
(2016) & 89% between P < 0<01).
females. POS &WE
36% and POS &
graduate’s OCB in a
& 64% PG. positive way
Average -
age 26.5 Psychologic
years al contract
breach
moderates’
relationship
between
POS & WE
and POS &
OCB via
affective
commitment.

Isa& Ibrahim(2020) used PLS-SEM statistical 8.024) & absorption (β =0.521, t-value=
tool to explore the relationship between POS, 7.605), with the strongest effect on dedication.
EE and TD and observed that POS have a They also stated that there is a significant &
positive relationship with vigour (β= 0.501, t- positive relationship between TD & POS.
value= 6.116); dedication (β =0.560, t-value= However, Lan, Chen, Zeng& Liu (2020) in

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1381 Journal of Positive School Psychology

their study found that the direct prediction the values of χ 2 (1094) = 1423.47, χ
effect of POS on EE is not significant, it could 2/df=1.30, RMSEA=.04, CFI= .92, GFI=0.90,
be predicted because of job satisfaction (β = TLI = .91, r=0.48. Gupta, V., Agarwal, U. A. &
0.67, t = 17.95, p < 0.001). The author further Khatri, N. (2016) in their research found that
stated that POS significantly & positively affective commitment has a moderating effect
predicted job satisfaction and that on the relationship between POS &WE as well
therelationship between them as well as as between POS & OCB. Another variable,
between job satisfaction & EE could be ‘psychological contract breach’ moderates’ the
moderated through emotional self-efficacy. relationship between POS & EE and POS &
OCB via affective commitment with values of
Briefly, it could be stated that the studies
r=0.42 and r2=0.20. POS and EE relationship
referred in this literature review followed the
have values of b = 0.39, P <0<01.However,
cross-sectional design while studying the
Gadi& Hung-Kee (2020) in their study found
relationship between POS and EE.Self-
that POS did not moderate the link between EE
reporting method has been used to measure the
& TI. They further observed that there is a
constructs POS& EE and the scales used are
relation linking engagement & TI & that
SPOS scale developed by Eisenberger et. al.,
PSSdoescompensate lower engagement levels
(1986) and Utrecht work engagement scale
with values of β = -0.037, t=0.833, p > 0.05.
(UWES) developed by Schaufeli et al., (2006).
They also found that the relationship between
All these studies very clearly concluded a
EE & TI is moderated by PSS with values of β
significant,direct and moderating relationship
= -0.190, t=2.848, p < 0.01.
between POS and EE. Table 1 given below
describes various research articles along with 3.4. Other Studies Included in The
the measuring scales used and the results Review
showing relationship between POS and EE.
In addition to the shortlisted articles through
3.2. Results Wherein Only Some the inclusion criteria explained above, we came
Dimensions of The Two Variables are across three articles analysing POS and EE
Related through literature review or meta-analysis. The
meta-analysis byRhoades and Eisenberger
During our research we found that the study
(2002) based on 70 studies identified the basic
undertaken by Myung & McDonald (2017),
antecedents and consequences of POS.
usedSchaufeli et al., (2002) scale to measure
Thebasic antecedents of POS include job
two dimensions of EE by index of 4- items
conditions, supervisor support, impartial
only; measured POS by using 5 items only,
organizational procedures, favourable rewards
concludedthat POS is positively related to EE
and the consequences include increased
(r=0.26) and that PSS has a positive linkage to
performance & affective commitment and
EE as well as POS. In another study, Ortiz-
reduced withdrawal behaviour. Another meta-
Isabeles& Garcia-Avitia. (2021) observed
analysis based on 558 studies by Kurtessis, J,
animportantrelationship between one
N., Eisenberger, Ford, Buffardi, Stewart
dimension of POS (i.e., satisfaction of socio-
&Adis(2015) established the fact that the role
affective needs) and two dimensions of EE viz
of POS in the employee-employer
Vigour (ρ = 0.33) & Dedication (ρ = 0.28), but
relationshipis important and it favourably
found it weak.
orients them towards each other.
3.3. Results Wherein POS Has
Further, it could be inferred from the
Moderating Effect on EE Through Some
pioneering research article written by
Other Variable
Eisenberger, Huntington, Hutchison, & Sowa
Our research identified three articles analysing (1986), that POS is not only positively related
moderating effect of POS on the relationship of to the EE but it also predicts the strength of the
EE with some other variable like PSS, OCB, relationship.The results suggest that POS has a
job performance etc. In the study undertaken significant linkage between employees’
by Yongxing, Hongfei, Baoguo, & Lei (2017), optimistic orientation toward the organization
the author observed that EE is positively and severalkinds of encouraging actions by the
related to job performance. However, POS is a organization, demonstrative welfare, and
key moderator of EE & job performance with performance on behalf of the organization.

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 1
Gulshan Khajuria , et. al. 1382

relationship of POS & OCB. However, Ortiz-

Isabeles& Garcia-Avitia (2021) in their study
4. DISCUSSION
claimed that there is an important relationship
A number of research papers have been between one dimension of POS (satisfaction of
published, in the recent years,analysing the socio-affective needs) and two dimensions of
relationship betweenPOSand EE among EE (vigour & Dedication) but it is weak.
employees in the organizational context. In this
Another study, reviewed by us, of Yongxing,
article we analysedtwenty-sevenresearch
Hongfei, Baoguo, & Lei, M. (2017) observed
papers published between 1986 and
that EE is positively related to job performance
2021examining the connection between POS
and that POS is a key moderator of EE & job
and WE. Exploring the keyresultsshallpermit
performance. Further Gupta, V., Agarwal, U.
us to develop a stronger picture of the
A. & Khatri, N. (2016) in their study observed
relationship and future areas of research.
that affective commitment mediates the
4.1. Processes Encompassed in The positive relationship between POS &WE and
Relationship Between POS and EE POS & OCB. They further observed that
The aim of this research paper was to explore psychological contract breach moderates’
the relationship between POS and work relationship between POS & EE and POS &
engagement. The results clearly show that: (1) OCB via affective commitment.
the POS is positively related to WE; (2) the Positive influence ofPOS on WE, Self-efficacy
POS has moderating effect onWE. on EE and EE on service quality has been the
All the research articles selected for the review result of study undertaken by Chung-Jen Wang
except one, provided data supporting that POS &Kuan-Ju Tseng (2019) who further added that
is either positively related to or has a POS & self-efficacy mediate service
moderating effect on the EE. The quality.Consistent with this positive association
onlyexception is the study undertaken by of POS with EE and the mediator approach,
Gadi&Hung-Kee (2020)involving (Al-Doghan2019; Tan, Wang, Qian & Lu
academicians of three universities of north 2020; Mathumbu& Dodd 2013; Arora &
central Nigeria, which examined, EE and Dhiman 2018; Köse2016), several studies have
Turnover intensions: The Moderating Role of explored and confirmed the relationship with
Perceived Supervisory Support and POS’. The data. These studies further ascertained with
results of this study proclaimed that PSS empirical data that (a) training and
moderated the relationship between EE and development, a fair reward system, information
turnover intention but in case of POS it was not sharing positively influence engagement (Al-
so. However, the authors also specified in the Doghan, 2019); (b)POS is positively associated
article that in order to validate it, a longitudinal with Leader humour but both POS & EE
study is required. Rest of the studies reviewed, mediated the relationship betweenleader
have unequivocally established a relationship humour and job craftingamong employees in
between POS and EE in organizational context. terms of seeking resourcesmeeting
Imran, Elahi, Abid, Ashfaq, & Ilyas, S. (2020) challengesand also in reducing demands (Tan,
in their study found that, POS is positively Wang, Qian, & Lu, 2020); (c) POS is
related to EE, thriving at work & flourishing. positively related to EE & OCB and EE is
They further established that thriving is positively related to OCB (Mathumbu& Dodd
positively related to EE and that POS indirectly 2013); (d) there is significant relationship
influences EE through thriving as well as between EE & OCB&WE have significant
flourishing as mediators. The results of their relationship with job satisfaction (Arora &
study confirm the positive and moderating Dhiman2018); (e) there is a significant &
relationship of these variables. Similarly, Ali, positive relationship between EE &
Rizavi, Ahmed, &Rasheed (2018) also organizational climate and POS &
observed that POSpositively predicts WE, organizational climate (Köse, A. 2016); (f)
OCB & well-being and that Well-being POS significantly & positively predicted job
positively predicts EE & OCB and further EE satisfaction, however, the direct prediction
positively predict OCB. They further claimed effect of POS on EE is not significant but it
that Well-being & EE create a chain in could do so indirectly through job satisfaction
(β = 0.67, t = 17.95, p < 0.001). Also,

© 2021 JPPW. All rights reserved

1383 Journal of Positive School Psychology

emotional self-efficacy has a moderating effect review of 27 studies brings out that POS is
on the relationship between POS & job positively related to the EE and it happens due
satisfaction as well as between job satisfaction to supervisor support, impartial organizational
& EE (Lan, T., Chen, M., Zeng, X. & Liu, T. procedures, encouraging rewards &work
2020). Therefore, it is evident from the review conditions and that it results into improved
of all these research articles that undoubtedly performance, affective commitment to the
there is a positive relationship between POS organization, and reduced turnover.
and EE and that both these variables have Comprehensiveevaluation of the results on the
moderating effects which requires to be further whole helps us to conclude that POS helps
explored in future researches. employees in developing a positive outlook
toward their organization, in improving their
4.2. Limitations of the Studies
well-being and therefore, has a central role to
Reviewedand Recommendations forFuture
play in their mutual relationship.
Research
During the literature review of this research
article, we noticed various limitations. To start REFERENCES
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