“…Ahmed et al, 2013;Francis, 2012). Additionally, POS is distinct but related construct with affective commitment (Bilgin and Demirer, 2012;Marique et al, 2013;Newman et al, 2012;); organizational commitment (Celep and Yilmazturk, 2012;Elstad et al, 2013;Kou, 2012;Ngo, et al 2013); leader-member exchange (Ahmed et al, 2013;Alfes et al, 2013;Runhaar et al, 2013); supervisor support (Dawley et al, 2010;Jacobs et al, 2013;Landsman, 2008;Newman et al, 2012;Simosi, 2012); coworker support (Inoue et al, 2013;Karatepe, 2012b;Simosi, 2012); job satisfaction (Chung et al, 2012;Cheng et al, 2013;Cullin et al, 2013;Karatepe, 2012a; 629 Perceived organizational support and its outcomes Ngo et al, 2013); organizational citizenship behavior (Cheung, 2013;Chiang and Hsieh, 2012;Elstad et al, 2013); employee engagement (Sulea et al, 2012;Kou, 2012); and turnover intentions (Avanzi et al, 2014;Bilgin and Demirer, 2012;Cheng et al, 2013;Muse and Wadsworth, 2012;Ngo et al, 2013;Tuzun and Kalemci, 2012). It has also been observed that most of the studied implied shorter version of SPOS, as the shorter versions were effectively evaluating the basic facets of POS: care about well-being and valuation of contribution (e.g.…”