組織支持感及其前因變量和結(jié)果變量研究進(jìn)展一、本文概述Overviewofthisarticle組織支持感（PerceivedOrganizationalSupport，簡(jiǎn)稱POS）是員工對(duì)組織是否重視其貢獻(xiàn)并關(guān)心其福利的一種總體感知。這一概念自提出以來(lái)，已引起學(xué)術(shù)界和實(shí)務(wù)界的廣泛關(guān)注，成為組織行為學(xué)和人力資源管理領(lǐng)域的研究熱點(diǎn)。本文旨在全面梳理和評(píng)述組織支持感及其前因變量和結(jié)果變量的研究進(jìn)展，以期為未來(lái)的研究和實(shí)踐提供有益的參考。PerceivedOrganizationalSupport(POS)isanoverallperceptionbyemployeesofwhethertheorganizationvaluestheircontributionsandcaresabouttheirwelfare.Sinceitsproposal,thisconcepthasattractedwidespreadattentionfrombothacademiaandpractice,andhasbecomearesearchhotspotinthefieldsoforganizationalbehaviorandhumanresourcemanagement.Thisarticleaimstocomprehensivelyreviewandevaluatetheresearchprogressoforganizationalsupport,itsantecedentandoutcomevariables,inordertoprovideusefulreferencesforfutureresearchandpractice.本文將回顧組織支持感的概念內(nèi)涵和理論基礎(chǔ)，闡述其在組織行為學(xué)中的重要性。本文將重點(diǎn)分析影響組織支持感的前因變量，包括組織公平、領(lǐng)導(dǎo)行為、工作特征、組織文化等，探討這些因素如何影響員工對(duì)組織支持的感知。接著，本文將探討組織支持感的結(jié)果變量，包括員工的工作態(tài)度、工作行為、工作績(jī)效以及組織公民行為等，揭示組織支持感對(duì)員工個(gè)體和組織層面的影響。本文將對(duì)現(xiàn)有研究進(jìn)行評(píng)述，指出當(dāng)前研究的不足和未來(lái)可能的研究方向。Thisarticlewillreviewtheconceptandtheoreticalbasisoforganizationalsupport,andexplainitsimportanceinorganizationalbehavior.Thisarticlewillfocusonanalyzingtheantecedentvariablesthataffectorganizationalsupport,includingorganizationalfairness,leadershipbehavior,jobcharacteristics,organizationalculture,etc.,andexplorehowthesefactorsaffectemployees'perceptionoforganizationalsupport.Next,thisarticlewillexploretheoutcomevariablesoforganizationalsupport,includingemployeeworkattitude,workbehavior,workperformance,andorganizationalcitizenshipbehavior,torevealtheimpactoforganizationalsupportonindividualandorganizationallevelsofemployees.Thisarticlewillreviewexistingresearch,pointingouttheshortcomingsofcurrentresearchandpotentialfutureresearchdirections.通過(guò)本文的梳理和評(píng)述，我們期望能夠?yàn)榻M織管理者提供有關(guān)如何提升員工組織支持感的實(shí)踐建議，同時(shí)也為研究者提供有價(jià)值的參考，推動(dòng)組織支持感及相關(guān)領(lǐng)域的研究不斷深入和發(fā)展。Throughtheorganizationandreviewofthisarticle,wehopetoprovidepracticalsuggestionsfororganizationalmanagersonhowtoenhanceemployeeorganizationalsupport,andalsoprovidevaluablereferencesforresearcherstopromotethecontinuousdeepeninganddevelopmentofresearchinorganizationalsupportandrelatedfields.二、組織支持感的概念內(nèi)涵TheConceptualConnotationofOrganizationalSupport組織支持感（OrganizationalSupportPerception，簡(jiǎn)稱OSP）是指員工對(duì)于組織重視其貢獻(xiàn)和關(guān)心其福祉的感知程度。這一概念最早由美國(guó)心理學(xué)家Eisenberger等人在1986年提出，它描述的是員工對(duì)于組織是否尊重他們的努力、關(guān)心他們的福祉，以及是否愿意為他們提供必要支持的總體感受。組織支持感不僅涉及到員工對(duì)于組織提供的物質(zhì)支持、職業(yè)發(fā)展機(jī)會(huì)的感知，還包括員工對(duì)于組織在情感、社交等方面的支持的感知。OrganizationalSupportPerception(OSP)referstothedegreetowhichemployeesperceivetheorganizationtovaluetheircontributionsandcareabouttheirwell-being.ThisconceptwasfirstproposedbyAmericanpsychologistEisenbergeretal.in1Itdescribestheoverallfeelingofemployeestowardswhetheranorganizationrespectstheirefforts,caresabouttheirwell-being,andiswillingtoprovidethemwithnecessarysupport.Organizationalsupportnotonlyinvolvesemployees'perceptionofthematerialsupportandcareerdevelopmentopportunitiesprovidedbytheorganization,butalsoincludestheirperceptionoftheemotionalandsocialsupportprovidedbytheorganization.組織支持感的概念內(nèi)涵涵蓋了多個(gè)維度。物質(zhì)支持感知是指員工對(duì)于組織在提供工作所需資源、設(shè)備、福利待遇等方面的感知。當(dāng)員工感受到組織在這些方面的支持時(shí)，他們更有可能產(chǎn)生對(duì)組織的忠誠(chéng)感和歸屬感。情感支持感知是指員工對(duì)于組織在關(guān)心他們情感狀態(tài)、尊重他們個(gè)人價(jià)值等方面的感知。這種支持有助于增強(qiáng)員工的自尊和自信，提高他們的工作滿意度和幸福感。社交支持感知是指員工對(duì)于組織在提供社交機(jī)會(huì)、建立人際關(guān)系網(wǎng)絡(luò)等方面的感知。這種支持有助于員工在組織中建立良好的人際關(guān)系，增強(qiáng)他們的社會(huì)認(rèn)同感和歸屬感。Theconceptoforganizationalsupportencompassesmultipledimensions.Materialsupportperceptionreferstotheperceptionofemployeestowardstheorganization'sprovisionofnecessaryresources,equipment,welfarebenefits,andotheraspectsofwork.Whenemployeesfeelthesupportoftheorganizationintheseareas,theyaremorelikelytodevelopasenseofloyaltyandbelongingtotheorganization.Emotionalsupportperceptionreferstotheperceptionofemployeestowardstheorganization'sconcernfortheiremotionalstateandrespectfortheirpersonalvalue.Thiskindofsupporthelpstoenhancetheself-esteemandconfidenceofemployees,improvetheirjobsatisfactionandhappiness.Socialsupportperceptionreferstotheperceptionofemployeestowardstheorganization'sprovisionofsocialopportunities,establishmentofinterpersonalnetworks,andotheraspects.Thissupporthelpsemployeesestablishgoodinterpersonalrelationshipswithintheorganization,enhancingtheirsenseofsocialidentityandbelonging.組織支持感的概念內(nèi)涵對(duì)于理解員工與組織之間的關(guān)系具有重要意義。它不僅反映了員工對(duì)于組織支持的感知程度，還揭示了員工與組織之間情感聯(lián)系的心理機(jī)制。通過(guò)深入研究組織支持感的概念內(nèi)涵，我們可以更好地理解員工在組織中的行為表現(xiàn)、工作態(tài)度以及職業(yè)發(fā)展等方面的影響因素，為組織管理提供有益的啟示和建議。Theconceptoforganizationalsupportisofgreatsignificanceforunderstandingtherelationshipbetweenemployeesandtheorganization.Itnotonlyreflectsthedegreetowhichemployeesperceiveorganizationalsupport,butalsorevealsthepsychologicalmechanismofemotionalconnectionbetweenemployeesandtheorganization.Byconductingin-depthresearchontheconceptandconnotationoforganizationalsupport,wecanbetterunderstandtheinfluencingfactorsofemployeebehavior,workattitude,andcareerdevelopmentintheorganization,andprovideusefulinsightsandsuggestionsfororganizationalmanagement.三、組織支持感的前因變量Theantecedentvariableoforganizationalsupport組織支持感的前因變量是指影響員工對(duì)組織支持感知的各種因素。在近年來(lái)的研究中，這些因素主要被歸結(jié)為兩大類：組織層面的因素和個(gè)人層面的因素。Theantecedentvariableoforganizationalsupportreferstovariousfactorsthataffectemployees'perceptionoforganizationalsupport.Inrecentyears,thesefactorshavebeenmainlycategorizedintotwocategories:organizationallevelfactorsandindividuallevelfactors.從組織層面來(lái)看，組織支持感的前因變量主要包括組織公正、組織氛圍、領(lǐng)導(dǎo)行為等。組織公正，尤其是程序公正和互動(dòng)公正，是影響員工組織支持感的重要因素。當(dāng)員工感知到組織在處理事務(wù)時(shí)公正無(wú)私，他們?cè)诠ぷ髦袝?huì)感到更加被支持。組織氛圍，如組織信任、組織支持和創(chuàng)新氛圍等，也對(duì)員工的組織支持感有顯著影響。一個(gè)充滿信任和支持氛圍的組織，能使員工感受到強(qiáng)烈的組織支持。領(lǐng)導(dǎo)行為，特別是領(lǐng)導(dǎo)的支持性行為，如關(guān)心員工、提供反饋、鼓勵(lì)員工參與決策等，都能顯著提高員工的組織支持感。Fromanorganizationalperspective,theantecedentvariablesoforganizationalsupportmainlyincludeorganizationaljustice,organizationalatmosphere,leadershipbehavior,etc.Organizationaljustice,especiallyproceduraljusticeandinteractivejustice,isanimportantfactoraffectingemployeeorganizationalsupport.Whenemployeesperceivethattheorganizationisimpartialinhandlingaffairs,theyfeelmoresupportedintheirwork.Organizationalatmosphere,suchastrust,support,andinnovation,alsohaveasignificantimpactonemployees'senseoforganizationalsupport.Anorganizationfulloftrustandsupportcanmakeemployeesfeelstrongorganizationalsupport.Leadershipbehavior,especiallysupportivebehaviorssuchascaringforemployees,providingfeedback,andencouragingemployeeparticipationindecision-making,cansignificantlyenhanceemployees'senseoforganizationalsupport.從個(gè)人層面來(lái)看，員工的人格特質(zhì)、工作滿意度、組織承諾等也會(huì)影響其組織支持感。例如，那些具有高自尊和自我效能感的員工，往往更容易感受到組織的支持。工作滿意度和組織承諾也是組織支持感的重要前因變量。滿意的員工和高度承諾的員工更可能將組織的行為解讀為支持，從而增強(qiáng)他們的組織支持感。Fromapersonalperspective,employees'personalitytraits,jobsatisfaction,andorganizationalcommitmentcanalsoaffecttheirsenseoforganizationalsupport.Forexample,employeeswithhighself-esteemandself-efficacyareoftenmorelikelytofeelthesupportoftheorganization.Jobsatisfactionandorganizationalcommitmentarealsoimportantantecedentsoforganizationalsupport.Satisfiedemployeesandhighlycommittedemployeesaremorelikelytointerpretorganizationalbehaviorassupport,therebyenhancingtheirsenseoforganizationalsupport.然而，盡管我們已經(jīng)識(shí)別出許多影響組織支持感的前因變量，但這些變量如何相互作用，以及它們?cè)诤畏N情境下最為重要，仍然需要進(jìn)一步的研究。未來(lái)的研究應(yīng)更多地關(guān)注這些因素之間的交互效應(yīng)，以及它們?cè)诓煌M織和文化背景下的適用性。However,althoughwehaveidentifiedmanyantecedentvariablesthataffectorganizationalsupport,furtherresearchisstillneededonhowthesevariablesinteractandinwhatcontexttheyaremostimportant.Futureresearchshouldfocusmoreontheinteractioneffectsbetweenthesefactorsandtheirapplicabilityindifferentorganizationalandculturalbackgrounds.四、組織支持感的結(jié)果變量Theoutcomevariableoforganizationalsupport組織支持感的結(jié)果變量是組織行為學(xué)研究的重要內(nèi)容之一。當(dāng)員工感受到來(lái)自組織的支持時(shí)，這種積極的情感體驗(yàn)會(huì)對(duì)他們的工作態(tài)度和行為產(chǎn)生一系列積極的影響。這些影響不僅體現(xiàn)在員工的工作滿意度、組織承諾和離職意愿等個(gè)體層面上，還體現(xiàn)在員工的工作績(jī)效、創(chuàng)新行為和團(tuán)隊(duì)合作等組織層面上。Theoutcomevariableoforganizationalsupportisoneoftheimportantcontentsoforganizationalbehaviorresearch.Whenemployeesfeelsupportfromtheorganization,thispositiveemotionalexperiencecanhaveaseriesofpositiveimpactsontheirworkattitudeandbehavior.Theseimpactsarenotonlyreflectedattheindividuallevelofemployeejobsatisfaction,organizationalcommitment,andturnoverintention,butalsoattheorganizationallevelofemployeeworkperformance,innovativebehavior,andteamwork.組織支持感能夠顯著提高員工的工作滿意度。當(dāng)員工感受到組織對(duì)他們的關(guān)心和支持時(shí)，他們會(huì)對(duì)工作產(chǎn)生更強(qiáng)烈的認(rèn)同感和投入感，從而提高對(duì)工作的滿意度。這種滿意度的提升不僅能夠增強(qiáng)員工的工作積極性，還有助于提高員工的工作效率和質(zhì)量。Organizationalsupportcansignificantlyimproveemployeejobsatisfaction.Whenemployeesfeeltheorganization'scareandsupportforthem,theywilldevelopastrongersenseofidentificationandengagementwiththeirwork,therebyimprovingtheirjobsatisfaction.Thisimprovementinsatisfactionnotonlyenhancesemployeeworkenthusiasm,butalsohelpstoimproveemployeeworkefficiencyandquality.組織支持感對(duì)員工的組織承諾具有積極的促進(jìn)作用。當(dāng)員工感受到組織的支持時(shí)，他們會(huì)對(duì)組織產(chǎn)生更強(qiáng)烈的歸屬感和忠誠(chéng)感，從而更加愿意為組織的發(fā)展和成功付出努力。這種組織承諾的增強(qiáng)有助于提高員工的留任意愿，降低離職率，同時(shí)也有助于提高員工的工作績(jī)效和創(chuàng)新能力。Organizationalsupporthasapositivepromotingeffectonemployeeorganizationalcommitment.Whenemployeesfeelthesupportoftheorganization,theywilldevelopastrongersenseofbelongingandloyaltytotheorganization,andthusbemorewillingtocontributetothedevelopmentandsuccessoftheorganization.Theenhancementoforganizationalcommitmenthelpstoincreaseemployeeretentionintention,reduceturnoverrate,andalsoimprovesemployeeworkperformanceandinnovationability.組織支持感還能夠影響員工的創(chuàng)新行為和團(tuán)隊(duì)合作。當(dāng)員工感受到組織的支持時(shí)，他們會(huì)更加愿意嘗試新的工作方法和思路，從而表現(xiàn)出更高的創(chuàng)新能力。組織支持感也能夠促進(jìn)員工之間的合作和溝通，增強(qiáng)團(tuán)隊(duì)的凝聚力和協(xié)作效率。Organizationalsupportcanalsoinfluenceemployeeinnovationbehaviorandteamcollaboration.Whenemployeesfeelthesupportoftheorganization,theyaremorewillingtotrynewworkmethodsandideas,therebydemonstratinghigherinnovationabilities.Organizationalsupportcanalsopromotecooperationandcommunicationamongemployees,enhanceteamcohesionandcollaborationefficiency.組織支持感對(duì)員工的工作態(tài)度和行為具有多方面的影響。通過(guò)提高員工的工作滿意度、組織承諾和創(chuàng)新行為等個(gè)體層面的結(jié)果變量，以及提升員工的工作績(jī)效、創(chuàng)新能力和團(tuán)隊(duì)合作等組織層面的結(jié)果變量，組織支持感對(duì)于組織的長(zhǎng)期發(fā)展具有重要的促進(jìn)作用。因此，組織應(yīng)該注重培養(yǎng)員工的組織支持感，通過(guò)制定和實(shí)施有效的支持措施，激發(fā)員工的工作潛力和創(chuàng)造力，推動(dòng)組織的持續(xù)發(fā)展和創(chuàng)新。Organizationalsupporthasmultipleimpactsonemployeeworkattitudesandbehaviors.Byincreasingindividualleveloutcomevariablessuchasemployeejobsatisfaction,organizationalcommitment,andinnovativebehavior,aswellasorganizationalleveloutcomevariablessuchasimprovingemployeeworkperformance,innovationability,andteamwork,organizationalsupportplaysanimportantroleinpromotingthelong-termdevelopmentoftheorganization.Therefore,organizationsshouldfocusoncultivatingasenseoforganizationalsupportamongemployees,bydevelopingandimplementingeffectivesupportmeasurestostimulatetheirworkpotentialandcreativity,andpromotethesustainabledevelopmentandinnovationoftheorganization.五、研究展望ResearchOutlook隨著組織行為學(xué)和人力資源管理研究的不斷深入，組織支持感作為員工工作態(tài)度和行為的重要影響因素，日益受到學(xué)者們的關(guān)注。然而，盡管在過(guò)去的幾十年里，我們已經(jīng)對(duì)組織支持感及其前因變量和結(jié)果變量有了一定的了解，但仍有許多未解之謎和需要進(jìn)一步探討的問(wèn)題。Withthecontinuousdeepeningofresearchinorganizationalbehaviorandhumanresourcemanagement,thesenseoforganizationalsupport,asanimportantinfluencingfactorofemployeeworkattitudeandbehavior,isincreasinglyreceivingattentionfromscholars.However,althoughwehavegainedsomeunderstandingoforganizationalsupportanditsantecedentandoutcomevariablesinthepastfewdecades,therearestillmanyunsolvedmysteriesandissuesthatneedfurtherexploration.在未來(lái)的研究中，我們期待看到更多關(guān)于組織支持感形成機(jī)制的探討。例如，如何通過(guò)組織公正、領(lǐng)導(dǎo)行為等因素來(lái)影響員工的組織支持感？對(duì)于不同類型的員工（如新員工、老員工、不同職位層級(jí)的員工等），他們的組織支持感是否會(huì)有所不同？這些都需要我們進(jìn)行更深入的研究。Infutureresearch,welookforwardtoexploringmoremechanismsfortheformationoforganizationalsupport.Forexample,howcanfactorssuchasorganizationaljusticeandleadershipbehavioraffectemployees'senseoforganizationalsupport?Willtherebedifferencesinorganizationalsupportamongdifferenttypesofemployees(suchasnewemployees,oldemployees,employeesatdifferentjoblevels,etc.)?Theseallrequireustoconductmorein-depthresearch.同時(shí)，我們也需要更深入地理解組織支持感對(duì)員工工作態(tài)度和行為的影響機(jī)制。盡管已經(jīng)有很多研究證實(shí)了組織支持感對(duì)員工的工作滿意度、組織承諾、工作績(jī)效等具有積極影響，但這些研究大多是基于橫向數(shù)據(jù)，無(wú)法揭示出這種影響的動(dòng)態(tài)過(guò)程。因此，未來(lái)的研究可以采用縱向研究設(shè)計(jì)，進(jìn)一步探討組織支持感對(duì)員工工作態(tài)度和行為的長(zhǎng)期影響。Atthesametime,wealsoneedtohaveadeeperunderstandingofthemechanismbywhichorganizationalsupportaffectsemployeeworkattitudesandbehaviors.Althoughmanystudieshaveconfirmedthatorganizationalsupporthasapositiveimpactonemployeejobsatisfaction,organizationalcommitment,jobperformance,etc.,mostofthesestudiesarebasedonhorizontaldataandcannotrevealthedynamicprocessofthisimpact.Therefore,futureresearchcanadoptalongitudinalresearchdesigntofurtherexplorethelong-termimpactoforganizationalsupportonemployeeworkattitudesandbehaviors.我們還需要關(guān)注組織支持感在組織變革和創(chuàng)新中的角色。隨著經(jīng)濟(jì)的全球化和競(jìng)爭(zhēng)的加劇，組織變革和創(chuàng)新已成為企業(yè)生存和發(fā)展的關(guān)鍵。在這個(gè)過(guò)程中，員工的組織支持感可能會(huì)起到重要的作用。例如，員工的組織支持感可能會(huì)影響他們對(duì)變革的接受程度、對(duì)創(chuàng)新的支持程度等。因此，未來(lái)的研究可以探討如何通過(guò)提高員工的組織支持感來(lái)促進(jìn)組織的變革和創(chuàng)新。Wealsoneedtopayattentiontotheroleoforganizationalsupportinorganizationalchangeandinnovation.Withtheglobalizationoftheeconomyandtheintensificationofcompetition,organizationalchangeandinnovationhavebecomethekeytothesurvivalanddevelopmentofenterprises.Duringthisprocess,employees'senseoforganizationalsupportmayplayanimportantrole.Forexample,employees'senseoforganizationalsupportmayaffecttheiracceptanceofchange,supportforinnovation,andsoon.Therefore,futureresearchcanexplorehowtopromoteorganizationalchangeandinnovationbyenhancingemployeeorganizationalsupport.我們還需要考慮文化因素在組織支持感研究中的重要性。不同的文化背景下，員工對(duì)組織的期望和感知可能會(huì)有所不同，這可能會(huì)影響到他們的組織支持感。因此，未來(lái)的研究可以比較不同文化背景下員工的組織支持感及其前因變量和結(jié)果變量的差異，以提高我們對(duì)組織支持感跨文化差異的理解。Wealsoneedtoconsidertheimportanceofculturalfactorsinthestudyoforganizationalsupport.Underdifferentculturalbackgrounds,employeesmayhavedifferentexpectationsandperceptionsoftheorganization,whichmayaffecttheirsenseoforganizationalsupport.Therefore,futureresearchcancomparethedifferencesinorganizationalsupportanditsantecedentandoutcomevariablesamongemployeesfromdifferentculturalbackgrounds,inordertoimproveourunderstandingofcross-culturaldifferencesinorganizationalsupport.組織支持感及其前因變量和結(jié)果變量的研究仍有很多值得探討的問(wèn)題。我們期待未來(lái)的研究能夠進(jìn)一步揭示出組織支持感的形成機(jī)制、影響因素、以及其在組織變革和創(chuàng)新中的角色，從而更好地指導(dǎo)實(shí)踐，提高員工的工作滿意度和組織績(jī)效。Therearestillmanyissuesworthexploringinthestudyoforganizationalsupportanditsantecedentandoutcomevariables.Wehopethatfutureresearchcanfurtherrevealthemechanismsandinfluencingfactorsoforganizationalsupport,aswellasitsroleinorganizationalchangeandinnovation,inordertobetterguidepractice,improveemployeejobsatisfactionandorganizationalperformance.六、結(jié)論Conclusion隨著組織行為學(xué)和管理學(xué)研究的不斷深入，組織支持感作為一個(gè)核心概念，已經(jīng)得到了廣泛的關(guān)注和研究。本文綜述了組織支持感及其前因變量和結(jié)果變量的研究進(jìn)展，旨在揭示組織支持感在組織行為中的重要作用及其與其他變量之間的關(guān)系。Withthecontinuousdeepeningofresearchinorganizationalbehaviorandmanagement,organizationalsupportasacoreconcepthasreceivedwidespreadattentionandresearch.Thisarticlereviewstheresearchprogressonorganizationalsupportanditsantecedentandoutcomevariables,aimingtorevealtheimportantroleoforganizationalsupportinorganizationalbehavioranditsrelationshipwithothervariables.組織支持感作為員工對(duì)組織重視其貢獻(xiàn)和關(guān)心其福利的感知，對(duì)于員工的工作表現(xiàn)、組織承諾、離職意愿等方面都具有顯著的影響。眾多研究表明，組織支持感能夠提升員工的工作滿意度、組織承諾和工作績(jī)效，降低離職率，從而有利于組織的穩(wěn)定和持續(xù)發(fā)展。Organizationalsupport,asanemployee'sperceptionofvaluingtheircontributionsandcaringfortheirwelfare,hasasignificantimpactontheirworkperformance,organizationalcommitment,andwillingnesstoresign.Numerousstudieshaveshownthatorganizationalsupportcanenhanceemployeejobsatisfaction,organizationalcommitment,andjobperformance,reduceturnoverrates,andthusbenefitthestabilityandsustainabledevelopmentoforganizations.在前因變量方面，本文梳理了包括領(lǐng)導(dǎo)支持、工作特征、組織公平、組織氛圍等在內(nèi)的多個(gè)影響因素。這些因素通過(guò)不同的機(jī)制作用于員工的組織支持感，進(jìn)而影響員工的工作態(tài)度和行為。例如，領(lǐng)導(dǎo)支持通過(guò)提供指導(dǎo)、反饋和關(guān)心等方式，增強(qiáng)員工的組織支持感；工作特征如自主性、挑戰(zhàn)性等能夠激發(fā)員工的工作熱情，進(jìn)而提升組織支持感。Intermsofantecedentvariables,thisarticlereviewsmultipleinfluencingfactors,includingleadershipsupport,jobcharacteristics,organizationalfairness,andorganizationalatmosphere.Thesefactorsaffectemployeeorganizationalsupportthroughdifferentmechanisms,therebyinfluencingtheirworkattitudeandbehavior.Forexample,leadershipsupportenhancesemployees'senseoforganizationalsupportbyprovidingguidance,feedback,andcare;Jobcharacteristicssuchasautonomyandchallengecanstimulateemployees'workenthusiasm,therebyenhancingorganizationalsupport.在結(jié)果變量方面，組織支持感與員工的工作績(jī)效、組織公民行為、創(chuàng)新行為等積極結(jié)果呈正相關(guān)關(guān)系，而與離職意愿、工作倦怠等消極結(jié)果呈負(fù)相關(guān)關(guān)系。這表明組織支持感在塑造員工行為和組織氛圍方面發(fā)