Although the importance of perceived organizational support on organizational outcomes has been highlighted in the literature, research is lacking concerning how organization-wide perceptions of support by employees (organizational-level perceived support [OPS]) may contribute to organizational performance. To address this critical deficiency in the literature, we extend organizational support theory to the organizational level and examine the influence of OPS on organizational profitability. We conducted two studies with samples of 224 and 96 organizations, respectively, in South Korea and found that workforce performance (Study 1) and workforce voluntary turnover rate (Studies 1 and 2) mediate the relationship between OPS and organizational profitability. Furthermore, we found that organizational financial slack resources moderate the effect of OPS on workforce performance. Specifically, the positive effect of OPS on workforce performance, and consequently on organizational profitability, was stronger when financial slack resources were lower. Financial slack resources, however, do not moderate the relationship between OPS and voluntary turnover rate. We discuss the theoretical and practical implications of these findings. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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组织层面的感知支持提高了组织的盈利能力。

尽管文献中强调了感知组织支持对组织结果的重要性，但缺乏关于组织范围内员工支持感知（组织级感知支持 [OPS]）如何促进组织绩效的研究。为了解决文献中的这一严重缺陷，我们将组织支持理论扩展到组织层面，并研究 OPS 对组织盈利能力的影响。我们分别对韩国 224 家和 96 家组织的样本进行了两项研究，发现劳动力绩效（研究 1）和劳动力自愿离职率（研究 1 和 2）调节 OPS 与组织盈利能力之间的关系。此外，我们发现组织财务冗余资源缓和了 OPS 对劳动力绩效的影响。具体而言，当财务冗余资源较低时，OPS 对劳动力绩效以及组织盈利能力的积极影响更强。然而，金融冗余资源并没有缓和 OPS 和自愿离职率之间的关系。我们讨论了这些发现的理论和实践意义。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。我们讨论了这些发现的理论和实践意义。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。我们讨论了这些发现的理论和实践意义。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。