Effects of Perceived Organizational Support on Turnover Intention Through Job Satisfaction and Organizational Commitment
Perceived organizational support (POS) is defined as employees' formation of global beliefs pertaining to how much the organization cares about their well-being and values their contributions. Although there is some evidence that POS is negatively related to turnover intention, the psychological mechanisms underlying this relationship have not been fully explored. The current study is designed to look at the effect of POS on turnover intention through job satisfaction and affective commitment.
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According to Eisenberger actual turnover behavior affective organizational commitment antecedents Babakus beta weight commitment and satisfaction confidence interval contributions and cares development of POS effect of POS Eisenberger 2003 favorable treatment felt obligation find their job global beliefs Griffeth help the organization High POS human resource practices increases AC independent variable industrial/organizational psychology intent to leave Jain & Sinha job satisfaction model levels of POS mediate the relationship mediating variable negatively related norm of reciprocity organization Eisenberger organization Rhoades organization values organizational identification organizational support POS Organizational support theory Participants Perceived organizational support POS and affective POS and job POS and turnover POS is negatively Procedural justice reciprocity norm regarding related to turnover relationship between POS reported that employees Rhoades & Eisenberger Rhoades and Eisenberger sample satisfaction and affective satisfaction and organizational Shore & Tetrick significant supportive HR practices turnover process values their contributions well-being withdraw or turnover