Perceived organizational performance is the performance or achievement assessed by the organizational members to increase people’s identification with the company. Perceived organizational performance has been widely measured for assessing a firm’s performance in social identification literature, which has its effects on creating a strong network of relationship with organizations. Lim and Seers studied perceived organizational performance owing to the work relationships between people.
Much of the literature for perceived organizational performance has been studied from the HR perspective. Many studies have researched perceived organizational performance in the context of working relationships, working attitudes, work family settlements and employee’s perception of organizational human resource and ethical values.
Although perceptual data are more prone to bias, there is a strong precedence that perceptions of organizational performance have been used as a subjective measure of a firm’s performance. In addition, perceived organizational performance has moderate to strong associations with objective measures of organizational performance.
