Perceived organizational support (POS) is considered a central factor in employees' work-related attitudes and behaviors. Drawing on the relational model of authority, we propose that perceived authority legitimacy, which reflects subordinates' identification with and acceptance of authority directives and power, may mediate the effect of POS on employees' work-related outcomes, including job satisfaction, affective commitment, organizational citizenship behavior, and work deviance behavior. We analyzed the data from a cross-organizational sample of n = 343 employees using structural equation modeling with latent constructs. Results indicated perceived authority legitimacy partially mediated the relations of POS with work-related outcomes. When organizations recognize their employees' contributions, acknowledge their importance, and demonstrate an interest in their needs, employees tend to better accept the authority directives. Perceived authority legitimacy is then echoed in employees' functioning. While the benefits of POS have mostly been discussed as reflecting exchange processes, our findings point to identity-based processes emphasizing the important role of perceived authority legitimacy. The paper concludes by discussing implications for human resource management theory and practice.

中文翻译：

---

组织支持、合法性和工作场所结果：中介模型

感知组织支持 (POS) 被认为是影响员工与工作相关的态度和行为的核心因素。借鉴权威的关系模型，我们提出，反映下属对权威指令和权力的认同和接受的感知权威合法性可能在 POS 对员工工作相关结果的影响中起中介作用，包括工作满意度、情感承诺、组织公民行为和工作偏差行为。我们分析了来自n个跨组织样本的数据 = 343 名员工使用具有潜在结构的结构方程建模。结果表明，感知权威合法性在一定程度上调节了 POS 与工作相关结果的关系。当组织承认员工的贡献，承认他们的重要性并表现出对他们的需求感兴趣时，员工往往会更好地接受权威指令。感知到的权威合法性会在员工的职能中得到回应。虽然 POS 的好处大多被讨论为反映交换过程，但我们的发现指出基于身份的过程强调了感知权威合法性的重要作用。本文最后讨论了对人力资源管理理论和实践的影响。