Final answer:
Employees typically find organizations supportive when rewards are fair, supervisors are supportive, and they can participate in decisions. However, purely discussing empowerment initiatives without action does not create a supportive perception.
Step-by-step explanation:
Employees may perceive their organizations as supportive for several reasons, but not necessarily when empowerment initiatives are merely discussed. Supportive perceptions typically arise when rewards are seen as fair, when supervisors are viewed as supportive, and when employees have a voice in decision-making.
This understanding aligns with the concept of procedural justice, where the fairness in the processes used to determine outcomes is crucial for maintaining trust and respect among employees. On the contrary, just talking about empowerment without real action does not translate to actual support, and thus, may not lead to the perception of organizational support.
In reference to fair treatment and employee satisfaction, procedural justice and actual empowerment are significant. Employees who feel they have genuine participation in decision-making, who are provided with opportunities for advancement, and who perceive a supportive supervisory relationship are more likely to feel that their organization is supportive. Conversely, merely discussing initiatives like empowerment without implementing them does not foster a supportive environment.