Social Distancing Initiatives and Perceived Organizational Support: It’s the Intended Beneficiary That Counts
研究基于美国和韩国员工数据，发现企业实施社交距离举措能提升员工感知组织支持，进而改善工作满意度、情感承诺和组织公民行为，且当员工认为举措旨在保护自身福利时效果更强。
Leveraging data on organizational social distancing initiatives (SDIs) this paper examines the link between SDI implementation and perceived organizational support (POS). The paper discusses and tests the intended beneficiary heuristic to help explain why and when employment practices may induce POS. We suggest that SDIs, involving various ways to separate employees to keep them safe, have the important secondary benefit of increasing employees’ perception that the organization cares about their well-being and values their contributions. Using the intended beneficiary heuristic we argue that such favorable treatment as SDIs relates positively to POS most when employees attribute their implementation to the organization’s concern for the welfare of employees. Results of two studies, a cross-sectional study with 121 employees in the United States and a longitudinal study with 103 employees in South Korea, indicate that SDIs were positively associated with employees’ POS, which in turn improved their job satisfaction (Studies 1 and 2), affective organizational commitment, and organizational citizenship behavior (Study 2). The results also show that these relationships were stronger when employees perceived SDIs to be implemented to protect their welfare rather than as a means of protecting the organization.