A Meta-Analysis on the Relationship between Perceived Organizational Support and Firm Performance in the Context of China
作者: 李树文 ：山东财经大学工商管理学院，山东 济南;
Abstract: It has been one of the most important researches for the relationship between POS (Perceived Or-ganizational Support) and Firm Performance. But the same conclusion has not been reached with the relationship between POS and Firm Performance in terms of some researches so far. The study aims to clear and verify the relationship between POS and Firm Performance again with Meta- Analysis, which is one of the most significant methods in quantitative review, a kind of literature review. The results of study illustrate: 1) POS is highly correlated with firm performance in the Chinese context. 2) Compared with the impact that a particular practice in sum impose on firm performance, the POS has more impact on firm performance. 3) Compared with the correlation between interpersonal facilitation, task performance and POS, POS is highly correlated with work performance and work dedication. In addition, it is the highest for the correlation between work-mate support and firm performance, and the lowest for the correlation between instrumental support and firm performance. The study not only enriched the method of theoretical research, but lay a foundation for deepening theoretical and practical research to a certain extent.
文章引用: 李树文 (2015) 中国情境下组织支持感知与企业绩效关系的元分析。 社会科学前沿， 4， 338-344. doi: 10.12677/ASS.2015.44049
Eisenberger, R., Huntington, R., Hutchison, S., et al. (1986) Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507.
Eisenberger, R., Fasolo, P. and Da-vis-La Mastro, V. (1990) Perceived Organizational Support and Employee Diligence, Commitment, and Innovation. Journal of Applied Psychology, 75, 51-59.
Eisenberger, R., Armeli, S., Rexwinkel, B., et al. (2001) Perceived Organizational Support. Journal of Applied Psychology, 86, 42-51.
 张燕, 王辉, 樊景立. 组织支持对人力资源措施和员工绩效的影响[J]. 管理科学学报, 2008, 11(2): 120-128.
 陈志霞, 陈剑峰. 组织支持感影响工作绩效的直接与间接效应[J]. 工业工程与管理, 2008(1): 99-104.
 刘枭. 组织支持、组织激励、员工行为与研发团队创新绩效的作用机理研究[D]: [博士学位论文]. 杭州: 浙江大学, 2011.
Levinsno, H. (1965) Reciprocatio: The Relationship between Man and Organization. Administrative Science Quarterly, 9, 370-390.
Huselid, M.A. (1995) The Impact of Human Resource Management Practices on Turnover, Productive, and Corporate Financial Performance. Academy of Management Journal, 38, 635-672.
MacDuffie, J.P. (1995) Human Resource Bundles and Manufac-turing Performance: Organizational Logic a Flexible Production Systems in the World Auto Industry. Industry and Labor Relations Review, 48, 197-221.
Delcry, J.E. (1998) Issues of Fit in Strategic Human Re-source Management: Implications for Research. Human Resource Management Review, 8, 289-309.
Kirca, A.H., Jayachandran, S. and Bearden, W.O. (2005) Market Orientation: A Meta-Analytic Review and Assessment of Its Antecedents and Impact on Performance. The Journal of Marketing, 69, 24-41.
 Hedges, L.V. and Olkin, I. (1985) Statistical Methods for Meta-analysis. Academic Press, Orlando.
 张徽燕, 李端凤, 姚秦.中国情境下高绩效工作系统与企业绩效关系的元分析[J]. 南开管理评论, 2012(3): 139-149.
 Lipsey, M.W. and David, B. (2001) Practical Meta-Analysis. Sage Publications, Inc., New York.
 Hedges, L.V. (1994) Statistical Consideration. In: Cooper, H. and Hedges, L.V., Eds., The Handbook of Research Synthesis, Russell Sage Foundation, New York, 29-38.
Huang, J., Maasscn Van den Brink, H. and Groot, W. (2009) A Meta-Analysis of the Effect of Education on Social Capital. Economics of Education Review, 28, 454-464.
 Chen, J. (1977) Statistical Power Analysis for the Behavioral Sciences. Academic Press, New York.