Survey of Perceived Organizational Support (SPOS) Test

Managers, employees, and people reflecting on workplace relationships can use the Survey of Perceived Organizational Support (SPOS) Test to examine whether their organization values their work and attends to their welfare. As a workplace support assessment, it organizes perceptions about recognition, responsiveness, job satisfaction, and care. The result offers a concise profile for reflection on workplace climate and motivation.

What This Assessment Explores

At its core, this organizational support survey asks whether employees believe the organization values their contributions and cares about their well-being. The statements cover recognition, attention to concerns, job satisfaction, and pride in employees' accomplishments.

The result is a single Perceived Organizational Support Level score. Its displayed bands are Low support (0-16), Moderate support (17-32), and High support (33-48). Higher results indicate stronger perceived appreciation and care; lower results suggest less perceived attention or recognition.

The questionnaire groups its content around these experiences:

• Recognition of contribution shows whether effort appears visible and valued.
• Care for well-being reflects attention to the employee beyond immediate output.
• Responsiveness to concerns indicates whether complaints seem likely to receive attention.
• Pride and satisfaction capture perceived investment in achievements and job experience.

Methodology and Evidence Base

Each statement uses seven-point response options from Strongly disagree to Strongly agree, including a middle uncertainty option. Positive and negatively framed items ask the respondent to judge appreciation, care, recognition, and responsiveness from the same organizational perspective. Careful reading matters because agreement does not mean the same thing in every item.

This questionnaire is conceptually consistent with the original SPOS described by Eisenberger et al. (1986), but this online version is not independently validated and may not be identical to the published instrument. Rhoades and Eisenberger (2002) synthesized evidence about the broader perceived-organizational-support construct and its work-attitude relationships; that research does not validate this specific online form.

Here, perceived support at work is summarized in one overall result rather than separate subscales. The questionnaire displays that result on a 0-48 scale, but its item-to-score conversion is not documented. No population norms or independent standardization are stated for this online version, so the displayed bands are catalogue categories, not established norms. Current events, manager relationships, fear of consequences, and limited self-awareness can shape answers; compare results with workplace experiences and broader feedback.