Education and Experience Research Distinctions Applied Experience Research Interests
Publications Recent Presentations Research Funding Grant Referee
Editorial Board Publication Referee Teaching Experience and Interests

Education and Experience

  • Professor of Psychology and Management, University of Houston, 2010-present
  • Professor, University of Delaware, 1990-2009
  • Director, Social Psychology Graduate Program, University of Delaware, 2003-present, 1999-2000, 1995-1996, 1987-1989
  • Visiting Scholar, University of Chicago, 1993
  • Visiting Assistant Professor to Full Professor, University of Delaware, 1978-1990
  • Assistant Professor, State University of New York at Albany, 1971-1978
  • Ph.D. University of California, Riverside, 1972
  • USPHS Predoctoral Fellow 1967-1971
  • A.B. U.C.L.A., 1964

 

 

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Research Distinctions

Fellow: Association for Psychological Science, Divisions 1, 6, 14, and 25 of the American Psychological Association, Society for Industrial and Organizational Psychology, Society for Experimental Social Psychology. Elected to Society for Organizational Behavior.

Article introducing my perceived organizational support theory was the most cited article in organizational behavior during the last studied five-year period.
Number of citations in Web of Science for 2014 = 738
Psi Chi Distinguished Lectureship
Top Poster Award, 2012 Society for Industrial and Organizational Psychology Meeting
Best Organizational Paper Award, 2001 Academy of Management Meeting

Research Funding by NIH, NIMH, National Park Service. Recent funding: Enhancing employee dedication and retention: The contribution of perceived organizational support, Army Research Institute for the Social and Behavioral Sciences, 2008-2011, $596,501.

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Applied Experience

Research and Consulting in over 90 organizations, including major corporations.

 

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Research Interests: People’s motivation at work and leisure

  1. Employee Motivation. Organizational support theory holds that (a) employees form general beliefs concerning how much the organization values their contributions and cares about their well-being (perceived organizational support, or POS), (b) POS is strongly influenced by the favorableness of treatment that employees view as discretionary as opposed to treatment that the organization appears pressured or forced to provide, (c) based on the norm of reciprocity, employees return supportive treatment by helping the organization meet its objectives, and (d) POS fulfils socioemotional needs, resulting in an emotional attachment to the organization. Employees with high POS have been found to experience their jobs more positively (e.g., increased job satisfaction, enhanced mood, and reduced stress) and to be more invested in their organization (e.g., improved performance of required activities, greater innovation, and reduced turnover). See the perceived organizational support website at http://pos.uh.edu See the perceived organizational support website at http://www.pos.uh.edu
  2. Intrinsic Motivation and Creativity. I study psychological determinants of interest in activities for their own sake and creativity with students, employees, and visitors to museums and parks. My recent research suggests that (a) reward can be used effectively to increase perceived control over one’s actions, perceived competence, task enjoyment and creativity; and (b) there is a general disposition, differing in magnitude across individuals, to enjoy and pursue pleasant nature-related experiences and their representation in painting, art, and literature (motive for sensory pleasure).
  3. Learned Industriousness. SSome individuals generally work harder than others. My learned industriousness theory states that if an individual is rewarded for putting a large amount of cognitive or physical effort into an activity, the sensation of high effort takes on secondary reward properties that lessen effort’s general aversiveness. In accord with this view, research indicates that reward for high effort involving one or more activities increases the subsequent effort exerted in other activities by rats, depressed mental patients, learning-disabled and regular pre-adolescent students, and college students. See http://www.uh.edu/eisenberger

 

 

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Publications

Books and Book Chapters

  • Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. Washington, DC: American Psychological Association Books.
  • Eisenberger, R., & Byron, K. (2011). Rewards and creativity. In M. A. Runco & S. R. Pritzker (Eds.). Encyclopedia of creativity, Second edition, vol. 2. Pp. 313-318. San Diego: Academic Press.
  • Wayne, S. J., Jacqueline Coyle-Shapiro, A-M., Eisenberger, R., Liden, R.C., Rousseau, D.M., & Shore, L. M. (2009). Social Influences. In H. J. Klein, T. E. Becker, J. P. Meyer (Eds.). Commitment in organizations: Accumulated wisdom and new directions. (pp. 253-284). New York: Routledge.
  • Eisenberger, R. Aselage, J., Sucharski, I. L., & Jones, J. R. (2004). Perceived organizational support. In J. Coyle-Shapiro, L. Shore, & S. Taylor, & L. Tetrick (Eds.). The employment relationship: Examining psychological and contextual perspectives. Oxford University Press.
  • Izard, C. E., & Eisenberger, R. (1994). Motivation, emotional basis. In V. S. Ramachandran (Ed.), Encyclopedia of human behavior. (pp. 231-238). San Diego: Academic Press.
  • Eisenberger, R. (1989). Blue Monday: The loss of the work ethic in America. New York: Paragon House.
  • Eisenberger, R., & Masterson, F. A. (1987). Effects of prior learning and current motiva¬tion on self co¬ntrol. In M. L. Commons, J. E. Mazur, J. A. Nevin, & H. Rachlin (Eds.), Quan-titative analysis of behavior Vol. 5. The effect of delay and of intervening events on reinforcement value (pp. 267-282). Hillsdale, New Jersey: Erlbaum.

Journal Articles

  • Kurtessis, J. N., Eisenberger, R. Ford, M. T. Buffardi, L. C. Stewart, K. A., & Adis, C. S. (Published online March 2015). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management.
  • Neves, P., & Eisenberger, R. (2014). Perceived organizational support and risk taking. Journal of Managerial Psychology, 29, 187-205,
  • Eisenberger, R., Shoss, M. K., Karagonlar, G., Gonzalez-Morales, M. G., Wickham, R., & Buffardi, L., C. The supervisor POS – LMX – subordinate POS chain: Moderation by reciprocation wariness and supervisor’s organizational embodiment. Journal of Organizational Behavior. Conditionally accepted for publication.
  • Neves, P. & Eisenberger, R. (in press). Perceived organizational support and risk taking. Journal of Managerial Psychology,
  • Shoss, M., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment. Journal of Applied Psychology, 98, 158-168.
  • Neves, P. & Eisenberger, R. (2012). Management communication and employee performance: The contribution of perceived organizational support. Human Performance. 25. 452-464.
  • Hayton, J. C., Carnabuci, G., & Eisenberger, R. (2012). With a little help from my colleagues: A social embeddedness approach to perceived organizational support, Journal of Organizational Behavior, 33, 235-249.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010). Leader-member exchange and affective organizational commitment: The contribution of supervisor’s organizational embodiment. Journal of Applied Psychology, 95, 1085-1103
  • Eisenberger, R., Sucharski, I. L., Yalowitz, S., Kent, R. J., Loomis, R. J., Jones, J. R., Paylor, S., Aselage, J., Steiger Mueller, M., & McLauglin, J. P. (2010). The motive for sensory pleasure: Enjoyment of nature and its representation in painting, music, and literature. Journal of Personality, 78, 599-638.
  • Eisenberger, R., & Aselage, J. (2009). Incremental effects of reward on experienced performance pressure: Positive outcomes for intrinsic interest and creativity. Journal of Organizational Behavior, 30, 95-117.
  • Chen, Z, Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? Journal of Social Psychology, 149, 119-124.
  • Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Management, 34, 55-68
  • Shanock, S. & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support and performance. Journal of Applied Psychology, 91, 689-695
  • Eisenberger, R., Jones, J. R., Stinglhamber, F., Shanock, L., & Randall, A. T. (2005). Optimal flow experiences at work: For high need achievers alone? Journal of Organizational Behavior, 26, 755-775.
  • De Cremer, D., Stinglhamber, F., & Eisenberger, R. (2005). Effects of own versus other’s fair treatment on positive emotions: A field study. Journal of Social Psychology, 145, 741- 747.
  • Eisenberger, R., Lynch, P., Aselage, J. & Rohdieck, S. (2004). Who takes the most revenge? Individual differences in negative reciprocity norm endorsement. Personality and Social Psychology Bulletin 30, 787-799.
  • Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24, 491-509.
  • Eisenberger, R., & Rhoades, L. (2003). Rewards, intrinsic motivation, and creativity: A case study of conceptual and methodological isolation. Creativity Research Journal, 15, 121-130.
  • Rhoades, L, & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573.
  • Eisenberger, R., & Rhoades, L. (2001). Incremental effects of reward on creativity. Journal of Personality and Social Psychology, 81, 728-741. (Award for the Best Paper on Organizational Behavior at the 2001 Academy of Management Conference).
  • Rhoades, L., & Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
  • Eisenberger, R., Pierce, W. D., & Cameron, J. (1999). Effects of reward on intrinsic motivation: Negative, neutral, and positive. Psychological Bulletin, 125, 677-691.
  • Eisenberger, R., Rhoades, L., & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.
  • Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: Inferior-versus-superior performance by wary employees. Journal of Applied Psychology, 84, 467-483.
  • Eisenberger, R. (1999). The museum goer’s motives: The social and the sublime. Visitor Studies Today, 2, 1-5.
  • Eisenberger, R, Haskins, F., & Gambleton, P. (1999). Promised reward and creativity: Effects of prior experience. Journal of Experimental Social Psychology, 35, 308-325.
  • Eisenberger, R. (1998). Achievement: The importance of industriousness. Behavioral and Brain Sciences, 21, 412-413.
  • Eisenberger, R., & Cameron, J. (1998). Rewards, intrinsic interest and creativity: New findings. American Psychologist, 53, 676-679.
  • Eisenberger, R., Armeli, S., & Pretz, J. (1998). Can the promise of reward increase creativity? Journal of Personality and Social Psychology, 74, 704-714.
  • Armeli, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83, 288-297.
  • Eisenberger, R., & Armeli, S. (1997). Can salient reward increase creative performance without reducing intrinsic creative interest? Journal of Personality and Social Psychology, 72, 652-663.
  • Eisenberger, R., Cummings, J., Armeli, S., Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820.
  • Eisenberger, R., & Cameron, J. (1996). Detrimental effects of reward: Reality or myth? American Psychologist, 51, 1153-1166.
  • Eisenberger, R. (1995). Does behaviorism explain self-control? Behavioral and Brain Sciences, 18, 125.
  • Eisenberger, R., & Selbst, M. (1994). Does reward increase or decrease creativity? Journal of Personality and Social Psychology, 66, 1116-1127.
  • Eisenberger, R. (1992). Learned industriousness. Psychological Review, 99, 248-267.
  • Cotterell, N., Eisenberger, R., & Speicher, H. (1992). Inhibiting effects of reciprocation wariness on interpersonal relationships. Journal of Personality and Social Psychology, 62, 658-668.
  • Eisenberger, R., Kuhlman, D. M., & Cotterell, N. (1992). Effects of social values, effort training, and goal structure on task persistence. Journal of Research in Personality, 58, 258-272.
  • Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51-59.
  • Eisenberger, R., Weir, F., Masterson, F. A., & Theis, F. (1989). Fixed ratio schedules increase generalized self-control: Preference for large rewards despite high effort or punishment. Journal of Experimental Psychology: Animal Behavior Processes, 15, 383-392.
  • Eisenberger, R. (1989). Can response force be shaped by reinforcement? Perceptual and Motor Skills, 68, 725-726.
  • Eisenberger, R. (1988). Perception and learning in self-control. Behavioral and Brain Sciences, 11, 682-683.
  • Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53, 743-750.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
  • Eisenberger, R., & Adornetto, M. (1986). Generalized self-control of delay and effort. Journal of Personality and Social Psychology, 51, 1020-1031.
  • Eisenberger, R., Mitchell, M., & Masterson, F. A. (1985). Effort training increases generalized self control. Journal of Personality and Social Psychology, 49, 1294-1301.
  • Eisenberger, R., & Shank, D. M. (1985). Personal work ethic and effort training affect cheating. Journal of Personality and Social Psychology, 49, 520 528.
  • Eisenberger, R., Mitchell, M., McDermitt, M., & Masterson, F. A. (1984). Accuracy versus speed in the generalized effort of learning disabled children. Journal of the Experimental Analysis of Behavior, 42, 19 36.
  • Eisenberger, R., & Masterson, F. A. (1983). Required high effort increases subsequent persistence and reduces cheating. Journal of Personality and Social Psychology, 44, 593 599.
  • Eisenberger, R., McDermitt, M., Masterson, F. A., & Over, S. (1983). Discriminative control of generalized effort. American Journal of Psychology, 96, 353 364.
  • Eisenberger, R., Masterson, F. A., & Over. S. (1982). Maintenance feeding effort affects instrumental performance. Quarterly Journal of Experimental Psychology, 34B, 141 148.
  • Eisenberger, R., Masterson, F. A., & McDermitt, M. (1982). Effects of task variety on generalized effort. Journal of Educational Psychology, 74, 499 505.
  • Eisenberger, R., Masterson, F. A., & Lowman, K. (1982). Effects of previous delay of reward, generalized effort, and deprivation on impulsiveness. Learning and Motivation, 13, 378 389.
  • Eisenberger, R., Mirsky, M., & Frank, M. (1981). Incentive contrast produced by deprivation shifts. Animal Learning and Behavior, 9, 469 475.
  • Eisenberger, R., & Leonard, J. M. (1980). Effects of conceptual task difficulty on generalized persistence. American Journal of Psychology, 93, 285 298.
  • Eisenberger, R., Heerdt, W. A., Hamdi, M., Zimet, S., & Bruckmeir, M. (1979). Transfer of persistence across behaviors. Journal of Experimental Psychology: Human Learning and Memory, 5, 522 530.
  • Eisenberger, R., Carlson, J., Guile, M., & Shapiro, N. (1979). Transfer of effort across behaviors. Learning and Motivation, 10, 178 197.
  • Eisenberger, R. Terborg, R., & Carlson, J. (1979). Transfer of persistence across reinforced behaviors. Animal Learning and Behavior, 7, 493 498.
  • Eisenberger, R., Leonard, J. M., Carlson, J., & Park, D. C. (1979). Transfer effects of contingent and noncontingent positive reinforcement: Mechanisms and generality. American Journal of Psychology, 92, 525 535.
  • Eisenberger, R., Carlson, J., & Frank, M. (1979). Transfer of persistence to the acquisition of a new behaviour. Quarterly Journal of Experimental Psychology, 31, 691 700.
  • Eisenberger, R., Park, D., & Frank, M. (1976). Learned industriousness and social reinforcement. Journal of Personality and Social Psychology, 33, 227 232.
  • Eisenberger, R., Frank, M.. & Park, D. C. (l975). Incentive contrast of choice behavior. Journal of Experimental Psychology: Animal Behavior Processes, 1, 346 354.
  • Eisenberger, R., Kaplan, R. M., & Singer, R. D. (1974). Decremental and nondecrement¬al effects of noncontingent social approval. Journal of Personality and Social Psychology, 30, 716 722.
  • Eisenberger, R., Myers, A. K., & Kaplan, R. M. (1973). Persistent deprivation shift effort opposite in direction to incentive contrast. Journal of Experimental Psychology, 99, 400 404.
  • Eisenberger, R. (1972). Explanation of rewards that do not reduce tissue needs. Psychological Bulletin, 77, 319 339.
  • Eisenberger, R. (1970). Is there a deprivation satiation function for social approval? Psychological Bulletin, 74, 255 275.
  • Eisenberger, R., Carlson, C., Kuhlman, D. M., & Williams, D. C. (1970). More help for those who try harder. Psychological Reports, 27, 95l 959.
  • Eisenberger, R., Myers, A. K., Sanders, R., & Shanab, M. (1970). Stimulus control of spontaneous alternation in the rat. Journal of Comparative and Physiological Psychology, 70, 136 l40.
  • Eisenberger, R., Karpman, M., & Trattner, J. (1967). What is the necessary and sufficient condition for reinforcement in the contingency situation? Journal of Experimental Psychology, 74, 342 350.
  • Eisenberger, R. (1966). Is rational psychotherapy rational? Psychological Record, 16, 289 292.
  • Eisenberger, R. (1966). Drives. reinforcement, and personality. Psychological Reports, 18, 855 862.

 

 

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Recent Presentations

  • Eisenberger, R., Wang, Z., Mesdaghinia, S., Wu, H., & Wickham, R. (2013 April). Perceived follower support: Contributions to supportive supervision and workgroup outcomes. Society for Industrial and Organizational Psychology, Houston, TX.
  • Kyoung, Y. K., Eisenberger, R., & Presson, D. (2013, April) Perceived organizational support: The contribution of perceived organizational competence. Society for Industrial and Organizational Psychology, Houston, TX
  • Gonzalez-Morales, M. G, & Eisenberger, R. (2013, April). Perceived organizational support and employee wellbeing. (Co-chair). Society for Industrial and Organizational Psychology, Houston, TX.
  • Zheng, D., Eisenberger, R., Wang, Z., & Kim, Yong. (2013, April) Investigating the relationship between perceived organizational support and goal commitment. Society for Industrial and Organizational Psychology, Houston, TX.
  • Zheng, D., Gonzalez-Morales, M. G., Eisenberger, R., Kim, K. Y., & Farmer, B. (2013, April). Challenge and hindrance appraisals: The influence of perceived organizational support and organizational resources.
  • Shoss, M. Eisenberger, R., Restubog, S. L., & Zagenczyk, T. Blaming the organization for abusive supervision. (2012, April). Society for Industrial and Organizational Psychology, San Diego, CA.
  • Gonzalez-Morales, M. G, Kernan, M., Becker, T, & Eisenberger, R. (2012, April). Managerial training to increase perceived organizational support. Society for Industrial and Organizational Psychology, San Diego, CA. (Top poster award)
  • Eisenberger, R. (2012, April). Perceived organizational support. Texas A & M University.
  • Eisenberger, R (2012, February). Perceived organizational support: Fostering enthusiastic and productive employees. Rice University, Houston Texas.
  • Eisenberger, R. (2011, October). Supervisor’s organizational embodiment. Society for Organizational Behavior, Athens, GA.
  • Eisenberger, R. (2011, July). The motive for sensory pleasure. Visitor Studies Association, Chicago.
  • Eisenberger, R., Stnglhamber, F., & Becker, T. E. (2011, August) Perceived and organizational support: The role of supervisor’s organizational embodiment. Academy of Management, San Antonio.
  • Eisenberger, R. (2011, April). Perceived organizational support: Perceived organizational support: Current knowledge, Future promise. (Chair). Society for Industrial and Organizational Psychology, Chicago.
  • Eisenberger, R. (2011, April). How perceived organizational support works. Society of Industrial Organizational Psychology, Chicago.
  • Waite, E., Wu, H., & Eisenberger, R. (2011, April). The interactive nature of fulfilled promises and perceived organizational support. Society of Industrial Organizational Psychology, Chicago.
  • Krischer, M. M., Waite, E., Wu, H., Eisenberger, R., & Kernan, M. (2011, April). Do employees hold the organization responsible for bad behavior? Society of Industrial Organizational Psychology, Chicago.
  • González-Morales, G., & Eisenberger. R. (2010, April). Multilevel perspectives on perceived organizational support. (Co-chair). Society for Industrial and Organizational Psychology, New Orleans.
  • González-Morales, G. Eisenberger. R. Buffardi, L. C., & Tetrick, L. C. (2010, May). Development of Perceived Organizational Support: Influences of LMX and Affective Exchange Ideology. Society for Industrial and Organizational Psychology, Atlanta, GA.
  • Karagonlar, G., Eisenberger, R., Steiger Mueller, M. (2010, May). Influences of Supervisors’ POS and Reciprocation Wariness on LMX. Society for Industrial and Organizational Psychology, Atlanta, GA.
  • Eisenberger, R. (2010, March). Perceived organizational support: How organizations can do well by doing good. Keynote Address, 31st Annual Industrial/Organizational Behavior Conference, Houston.
  • Eisenberger, R. (2010, November). Perceived organizational support: How organizations can do well by doing good. Drexel University, Philadelphia.
  • Byrne, Z., & Eisenberger, R. (2009, April). Perceived organizational support: New perspectives. (Co-chair). Society for Industrial and Organizational Psychology, New Orleans.
  • Karagonlar, G., & Eisenberger, R. (2009, April). Perceived organizational support and the psychological contract. Society for Industrial and Organizational Psychology, New Orleans.
  • Eisenberger, R. (2009, January). Perceived organizational support: The benefits if treating employees well. Portland State University.
  • Eisenberger, R. (2008, August). Help or hundrence? The effect of stress on creativity at work. (Discussant). Academy of Mangement, Anaheim.
  • Shore, L. M., & Eisenberger, R. (2007, August). Doing well by doing good in the employee-organization relationship: Current knowledge and future promise. (Co-chair). All-Conference Symposium. Academy of Management, Philadelphia.
  • Eisenberger, R. (2007, August). Doing well by doing good in the employee-organization relationship: Current knowledge and future promise. (Discussant). All-Conference Symposium. Academy of Management, Philadelphia.
  • Eisenberger, R. (2007, April). Perceived organizational support: Future directions. (Chair). Society for Industrial and Organizational Psychology, New York.
  • Eisenberger, R. (2007, April). Perceived organizational support and supervisor support. Society for Industrial and Organizational Psychology, New York.
  • Eisenberger, R., & Aselage, J. (2007, April). Incremental effects of reward on experienced performance pressure: Positive outcomes for intrinsic interest and creativity. Society for Industrial and Organizational Psychology, New York.
  • Aselage, J., & Eisenberger, R. (2006, May).Perceived organizational support and work group processes. Society for Industrial and Organizational Psychology, Dallas.
  • Aselage, J., Sucharski, I. V., & Eisenberger, R. (2006, May). Supervisor’s organizational embodiment: Why supervisor support contributes to perceived organizational support. Society for Industrial and Organizational Psychology, Dallas.
  • Eisenberger, R. (2006, May) Perceived organizational support: The key role of the supervisor. (Chair). Society for Industrial and Organizational Psychology, Dallas.
  • Eisenberger, R., & Shanock, L. (2005, October) Affective organizational commitment: The contribution of perceived organizational support. 2005 Conference on Commitment. Columbus, OH.
  • Aselage, J., & Eisenberger, R. (2005, August). The visitor’s perception of being valued: Causes and consequences. Visitor Studies Association, Philadelphia.
  • Eisenberger, R. (2005, August) Understanding and serving visitors The lager picture. (Chair). Visitor Studies Association, Philadelphia.
  • Eisenberger, R. (2004, August) Perceived organizational support: The benefits of treating employees well. Academy of Management, New Orleans.
  • Eder, P., & Eisenberger, R. (2004, August). Perceived organizational support and workplace deviance: The moderating influence of the negative reciprocity norm. Academy of Management, New Orleans.
  • Eisenberger, R. (2004, April) Perceived organizational support. 2004 Distinguished Speaker, University of Amsterdam.
  • Eisenberger, R. (2004, April) Perceived organizational support: The roles of coworkers, supervisors, and workgroups. (Chair). Society for Industrial and Organizational Psychology, Chicago.
  • Jones, J. R., Eisenberger, R., Stinglhamber, F., Shanock, L., & Tenglund, A. (April, 2004). High skill and challenge at work: Optimal experience for whom? Society for Industrial and Organizational Psychology Annual Conference, Chicago.
  • Sucharski, I. L., Eisenberger, R., Eder, P. & Jones, J. R. (2004, April). Perceived Organizational Support: Influences of Collectivism and Competitiveness. Society for Industrial and Organizational Psychology, Chicago.
  • Aselage, J., & Eisenberger, R. (2004, April). The mediating roles of self-determination, performance pressure, and intrinsic interest in the relationship between reward and creativity. Society for Industrial and Organizational Psychology, Chicago.
  • Eisenberger, R. (2003, October) Need for sensory experience. Positive Psychology Summit.Washington, D.C.
  • Eisenberger, R. (2003, May). Battling the myth: Effects of reward on perceived self-determination, intrinsic task interest, and creativity. (Symposium discussant). Association for Behavior Analysis, San Francisco, CA.
  • Eisenberger, R., & Shanock, L. (2003, May). Reward increases perceived self-determination, intrinsic task interest, and creativity. Association for Behavior Analysis, San Francisco, CA.
  • Eisenberger, R (2003, May). Motivating employees in the public sector: Real world solutions. Mid-Atlantic Personnel Consortium Meeting, Rehoboth Beach, DE.
  • Eisenberger, R., Johnson, K. M., Sucharski,I, Jones, J. R., & Aselage, J. (2003, April). Perceived organizational support and extra-role performance: Which leads to which? Society for Industrial and Organizational Psychology, Orlando, FL.
  • Eisenberger, R. (2003, April). Perceived organizational support: Relationships with psychological contracts, fairness, and affectivity. (Chair). Society for Industrial and Organizational Psychology, Orlando, FL.
  • Eisenberger, R., & Aselage, J. (2003, April). Relationships between perceived organizational support and psychological contracts. Society for Industrial and Organizational Psychology, Orlando, FL.
  • Eisenberger, R., Stinglhamber, F., & Rhoades, L (2002, April). Fairness and perceived support: Contributions of collectivism and competitiveness. Society for Industrial and Organizational Psychology, Toronto, CA.
  • Eisenberger (2002, September). Are rewards good for you? Purdue University. West Layfayette, Indiana.
  • Eisenberger, R. (2002, August). Perceived Organizational Support: Employer commitment to employees. (Symposium Chair). Academy of Management, Washington, CO.
  • Eisenberger, R. (2002, August) Research workship networks: A methodology for developing the employee-organization relationship. (Discussant). Academy of management, Denver, CO.
  • Eisenberger, R., Knuth Folts, J., Loomis, R, Vaughn, S., Visty, J., & Yalowitz, S. (2002, August). The National Park Experience. (Chair and presenter). Cody, WY.
  • Tetrick, L. E., & Eisenberger, R. (2002, April). Employee-employer reciprocity: Where do we go from here? Panel Discussion (Co-chairs). Society for Industrial and Organizational Psychology. Toronto, CA.
  • Eisenberger, R. (2002, April). Perceived organizational support: New directions (Chair). Society for Industrial and Organizational Psychology. Toronto, CA.
  • Eisenberger, R., Stinglhamber, F., & Rhoades, L (2002, April). Fairness and perceived support: Contributions of collectivism and competitiveness. Society for Industrial and Organizational Psychology. Toronto, CA.
  • Eisenberger, R., & Rhoades, L. (2001, August). Incremental effects of reward on creativity. Academy of Management, Washington, D.C.
  • Eisenberger, R. (2001, August). Perceived Organizational Support: When employers esteem employees. Academy of Management, Washington, D.C.
  • Sucharski, I., Stinglhamber, F., Eisenberger, R., & Vandenberghe, C. (2001, August). Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention. Academy of Management, Washington, D.C.
  • Eisenberger, R. (2001, August). The Need for Sensory Experience. Visitor Studies Association. Orlando, Florida.
  • Eisenberger, R., & Rhoades, L. (2000 , June). Are rewards good for you? Invitational Conference on Personality and Social Behavior, Highland Beach, Florida.
  • Eisenberger, R. (2000, April). Public Address: Are rewards good for you? Colorado State University, Colorado Springs, CO.
  • Eisenberger, R., & Rhoades, L. (2000, May). Effects of reward on intrinsic motivation: Negative, neutral, and positive. Association for Behavior Analysis. Washington, D.C.
  • Eisenberger, R. (1999, August). Keynote Address: The museum goer’s motives: The social and the sublime. Visitor Studies Association, Chicago.
  • Eisenberger, R. (1999, May). Perceived organizational support: commitment is a two-way street. Symposium Chair: Society for Industrial and Organizational Psychology. Atlanta, GA.
  • Eisenberger, R., Armeli, S., Lynch, P. D., & Rhoades, L. (1999, May). Perceived organizational support, felt obligation, and employee performance. Society for Industrial and Organizational Psychology. Atlanta, GA.
  • Eisenberger, R. (1999, February). Keynote Address: Is reward good for you? Florida Atlantic University Psychology Fair, Fort Lauderdale, Florida.
  • Eisenberger, R. (1998, May). Rewards, Intrinsic Task Interest and Creativity: New Findings. Symposium Chair: American Psychological Society, Washington, D.C.
  • Eisenberger, R. (1998, May). Incremental effects of reward on creativity, American Psychological Society, Washington, D. C.
  • Eisenberger, R., Rhoades, L., & Cameron, J. (1998, June). Pay for performance increases perceived self-determination, perceived competence, and task interest. Invitational Conference on Personality and Social Behavior, Highland Beach, Florida.
  • Eisenberger, R. (1998, April). Psi Chi Distinguished Lecture: Industriousness: How it can be learned. Joint meeting of the Western and Rocky Mountain Psychological Associations, Albuquerque.
  • Eisenberger, R. (1997, November). Industriousness: How it can be learned. Psychonomic Society, Philadelphia.
  • Eisenberger, R., Armeli, S., Fasolo, P., Lynch, P. (1997, November). Perceived Organizational Support and Police Performance: The moderating influence of socioemotional needs. Southern Management Association, Atlanta, GA.
  • Eisenberger, R., & Cameron, J. (1997, October). Reward, Intrinsic task interest, and creativity: New findings. Society for Experimental Social Psychology, Toronto.
  • Eisenberger, R., & Cameron, J. (1997, June). Reward, Intrinsic task interest, and creativity: New findings. Invitational Conference on Personality and Social Behavior, Highland Beach, Florida.
  • Eisenberger, R. (1997, May). Industriousness: How it can be learned. (Invited address). Association for Behavior Analysis, Chicago.
  • Eisenberger, R. (1997, May). Can Salient Reward Increase Creative Performance Without Reducing Intrinsic Creative Interest? Association for Behavior Analysis, Chicago.
  • Eisenberger, R. Armeli, S., & Pretz, J. (1997, April). Can the Promise of Reward Increase Creativity? Society for Research In Child Development, Washington, D. C.
  • Eisenberger, R. (1997, April). Reward, Intrinsic Interest and Creativity: What motivates children? Symposium Chair. Society for Research In Child Development, Washington, D. C.
  • Armeli, S., Lynch, P., & Eisenberger, R. (1997, April). Perceived organizational support, socioemotional needs, and work-role centrality: Individual differences in employer-employee exchange. Eastern Psychological Association, Washington, D.C.
  • Lynch, P., Eisenberger, R., Armeli, S., & Tenglund, A. (1997, April). Reciprocation wariness and perceived organizational support: Motivating performance of cynical employees. Eastern Psychological Association, Washington, D.C.
  • Eisenberger, R., Speicher, H., Leeds., A., Lynch, P., & Banicky, L. (1996, August). Desire for caring relationships: Communal or affective-exchange orientation? International Society for the Study of Personal Relationships Conference, Banff, Alberta.
  • Cameron, J., & Eisenberger, R. (1996, July). Rewards, motivation and creativity. International Council of Psychologists, Banff, Canada.
  • Eisenberger, R., & Lynch, P. (1996, June). Reciprocation of positive regard. Invitational Conference on Personality and Social Behavior, Highland Beach, Florida.
  • Cameron, J., & Eisenberger, R. (1996, May). Detrimental effects of reward: Reality or Myth? Association for Behavior Analysis, San Francisco, CA.
  • Speicher, H., Eisenberger, R., Kobak, R., & Rohdieck, S. (1996, July). Effects of reciprocation ideology on verbal and nonverbal intimacy of female friends. International Network on Personal Relationships Conference, Seattle, WA.
  • Speicher, H., Eisenberger, R., Leeds., A., Lynch, P., & Banicky, L. (1996, March). Effects of reciprocation ideology on nonverbal and verbal intimacy. Eastern Psychological Association Conference, Philadelphia, PA.
  • Eisenberger, R., & Armeli, S. (1996, January). Can Salient Reward Increase Creative Performance Without Reducing Intrinsic Creative Interest? Thirteenth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R., & Cameron, J. (1995, September). Detrimental effects of reward: Reality or Myth? Society for Experimental Social Psychology, Washington, D. C.
  • Eisenberger, R., & Armeli, S. (1995, June). Industriousness: How it can be learned. Invitational Conference on Personality and Social Behavior, Highland Beach, Florida.
  • Speicher, H., & Eisenberger, R. (1995, March). Effects of reciprocation ideology and gender on self-disclosure intimacy. Eastern Psychological Association Convention.
  • Eisenberger, R., Armeli, S., & Selbst, M. (1995, January). How to increase or decrease creativity with reward. Thirteenth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R., Speicher, H., & Rohdieck, S. (1994, May). Reciprocation ideologies in close relationships. Invitational Conference on Close Relationships, Highland Beach, Florida.
  • Eisenberger, R., & Haskins, F. (1994, January). Effort training increases self-control involving punishment. Twelfth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R. (1994, January). Rachlin’s models of self-control. Twelfth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R. (1993, August). Industriousness: Can it be learned? (Invited address). American Psychological Association, Toronto.
  • Eisenberger, R., Rexwinkel, B., & Cummings, J. (1993, June). Social identity in the organization. Invitational Conference on Groups, Networks, and Organizations, Highland Beach, Florida.
  • Eisenberger, R., & Selbst, M. (1993, January). Does reward increase or decrease creativity? Eleventh Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R. (1993, January). Reward and intrinsic motivation. Eleventh Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R., & Selbst, M. Does reward increase or decrease human creativity? (1992, November). Thirty-third Annual Psychonomic Society Meeting, Saint Louis, Missouri.
  • Eisenberger, R. (1992, October). Learned industriousness. University of Pennsylvania, Philadelphia, Pennsylvania.
  • Eisenberger, R. (1992, June). Perceived organizational support. Invitational Conference on Groups, Networks, and Organizations. Highland Beach, Florida.
  • Eisenberger, R. (1992, January). Effort in goal-oriented performance. Tenth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R. (1992, January). The paradox of impulsiveness. Tenth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R., Masterson, F. A., & Weier, F. (1991, November). Learned industriousness. Thirty-second Annual Psychonomic Society Meeting, San Francisco, California.
  • Eisenberger, R. (1991, September). The workless society. State University of New York, Geneseo, New York.
  • Eisenberger, R. (1991, June). Reciprocation ideology. Fourth Invitational Conference on Personality. Highland Beach, Florida.
  • Eisenberger, R. (1991, January). Learned industriousness. Ninth Annual Winter Conference on Animal Learning, Winter Park, Colorado.
  • Eisenberger, R. (1990, October). Learned Industriousness. State University of New York, Binghamton, New York.
  • Eisenberger, R., Masterson, F. A., & Weier, F. (1990, November). Generalizing the partial reinforcement extinction effect. Thirty-first Annual Psychonomic Society Meeting, New Orleans, Louisiana.
  • Eisenberger, R. (1990, October). Keynote Address: Motivating students in the 1990’s. Allan Hancock College. Santa Maria, California.
  • Fasolo, P. M., & Eisenberger, R. (1990, August). Outcome effects of procedural justice judgments. Ninety-eighth annual Convention of the American Psychological Association, Boston, Massachusetts.
  • Fasolo, P. M., Eisenberger, R., & Michaelis, E. D. (1990, April). The effects of distributive and procedural justice on organizational performance. Fifth Annual Conference of the Society for Industrial and Organizational Psychology, Miami Beach, Florida.
  • Eisenberger, R. (1990, March). Learned Industriousness. University of California, Santa Barbara, California.
  • Eisenberger, R. (1990, March). Keynote Address: Student motivation and responsibility. Santa Barbara City College, Santa Barbara, California.

 

 

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Research Funding

  • Enhancing Employee Dedication and Retention: The Contribution of Perceived Organizational Support (with Louis Buffardi, co-PI), U.S. Army Institute for the Behavioral and Social Sciences, 2008-2011, $596,000.
  • National Park Visitor Experience Study. National Park Service, 2001-2003.
  • Learned effort. National Institute of Mental Health, 1994-1997.
  • Trained resistance to stress. National Institutes of Health, Biomedical Research Support Grant, 1987-1988.
  • Time-outs from stress. National Institutes of Health, Biomedical Research Support Grant, 1985- 1986.
  • Transfer of effort across behaviors. National Institute of Mental Health, 1981 1983.
  • Generalized persistence in learning disabled children. Committee on Interdisciplinary Research in Education, l981 1983.

 

 

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Grant Referee

  • National Institutes of Health (Review Panel for Behavioral and Biobehavioral Processes)
  • National Science Foundation
  • Social Sciences and Humanities Research Council of Canada
  • Veterans Administration
  • City University of Hong Kong
  • Israel Science Foundation

 

 

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Editorial Board

  • Creativity Research Journal

 

 

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Publication Referee

  • Academy of Management Journal
  • Academy of Management Review
  • American Journal of Psychology
  • Animal Learning and Behavior
  • Basic and Applied Social Psychology
  • Behavioral and Brain Sciences
  • Behavior Analysis
  • Behavior Analyst
  • Behavioural Processes
  • Creativity Research Journal
  • Child Development
  • Communication Research
  • Developmental Psychology
  • European Journal of Social Psychology
  • Human Relations
  • International Journal of Manpower
  • Journal of Applied Psychology
  • Journal of Applied Social Psychology
  • Journal of Experimental Child Psychology
  • Journal of Experimental Psychology: Animal Behavior Processes
  • Journal of Management Studies
  • Journal of Occupational Health Psychology
  • Journal of Occupational and Organizational Psychology
  • Journal of Research in Personality
  • Journal of Research in Creativity
  • Journal of Personality and Social Psychology
  • Journal of Social Psychology
  • Journal of the Experimental Analysis of Behavior
  • Learning and Motivation
  • Management and Organization Review
  • Motivation and Emotion
  • Organization Science
  • Organizational Behavior and Human Decision Processes
  • Personnel Psychology
  • Personality and Social Psychology Bulletin
  • Psychological Bulletin
  • Psychological Reports
  • Psychological Science
  • Psychonomic Bulletin and Review
  • Quarterly Journal of Experimental Psychology
  • Review of Educational Research
  • Science
  • Sociological Focus

 

 

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Teaching Experience and Interests

I have teaching experience and am interested in a variety of courses in organizational behavior, creativity and innovation, and applied social psychology at the undergraduate and graduate levels. I also have taught and have an interest in executive education programs in leadership and motivating employees. I bring to my teaching practical experience based on research and consulting with over 90 organizations, including a wide array of major corporations.

Executive training: Leadership and Motivation Graduate Courses: Organizational Behavior (4.5/5.0 Student evaluation average), Job Attitudes (5.0/5.0), Field Work in Organizational Behavior (5.0/5.0), Employee Motivation (4.7/5.0), Creativity (4.6/5.0). Junior/Senior level courses: Industrial Psychology (4.5/5.0), Applied Social Psychology (4.1/5.0). Sophomore Level Course: Social Psychology (4.4/5.0).


Graduate level Courses

Organizational Behavior
An introductory course for graduate students covering such topics as motivation, leadership, work-related attitudes, innovation, leadership and culture. Student evaluation average = 4.5/5.0

Job Attitudes
Overview of topics concerning employee attitudes toward their job. Includes such topics as the nature of job attitudes, work values, the psychological contract, organizational commitment, identification with the organization, fairness, person-organization fit, abusive supervision, and affective experience
Student evaluation average = 5.0/5.0

Field Work in Organizational Behavior. Skill-building for organizational psychology. Emphasizes research in applied settings including development of empirical tests of organizational psychology theories, multilevel methodologies, web-based surveys, and manuscript preparation.
Student evaluation average = 5.0/5.0

Employee Motivation
Application of principles of motivation to employees at work including motivational theories, incentives, intrinsic motivation, group motivation, etc.
Student evaluation average = 4.7/5.0

Creativity
Theory and research on creativity and innovation and its application in organizations.
Student evaluation average 4.6/5.0

Junior/Senior level courses

Industrial Psychology
An introductory course for undergraduate students covering such topics as motivation, leadership, work-related attitudes, innovation, leadership and culture.
Student evaluation average = 4.5/5.0

Applied Social Psychology
Advanced course covering the application of social psychological processes to everyday life (e.g., liking, persuasion, social comparison) and such content areas as criminal justice, organizations, and health).
Student evaluation average = 4.1/5.0

Sophomore level course

Introductory Social Psychology
Includes such topics as social cognition, persuasion, social influence, affiliation, romantic relationships, prosocial behavior, aggression, and group behavior.
Average = 4.4/5.0

 

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