Abstract
Shore & Coyle-Shapiro (2012) recently proposed the theoretical construct of perceived organizational cruelty (POC) which concerns an attribution that the organization possesses a malevolent intent towards the employee(s). The present study develops and tests an empirical measure for the POC construct. A longitudinal study of employees in a UK hospital found support for the discriminant validity of POC in relation to perceived organizational support (POS). Further, the results also supported the hypothesized relationships between POC and organizational justice, organizational citizenship behaviors directed towards the organization and withdrawal, when controlling for the effects of POS; thus, suggesting the criterion validity of the construct. Overall, the study provides initial evidence for the theoretical and empirical validity of the POC construct, as well as the need to utilize both POC and POS constructs when measuring the overall quality of the employee-organization relationship from the perspective of the employee.
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