Exploring the Direct and Indirect Influence of Perceived Organizational Support on Affective Organizational Commitment

Abstract

As a result of the pandemic and the consequent changes in labor market patterns, firms are facing a difficult moment in attracting and retaining talented employees. In these new patterns, remuneration factors are increasingly a necessary but not sufficient condition to address this challenge. Given this background, this study seeks to identify the role of perceived organizational support in affective organizational commitment. In order to achieve this objective, structural equation models were used based on survey data from a sample of 333 respondents. The findings of this study reveal that perceived organizational support positively influences affective organizational commitment, job involvement, and job satisfaction. Furthermore, job involvement and job satisfaction were found to play a mediating effect in the relation between perceived organizational support and affective organizational commitment.

The Role of Perceived Organizational Support (POS) and Employee Satisfaction to Enhance Employee Engagement: Does Gender and Tenure Matter?

“…POS has an indirect effect on EE when ES acts as a mediator. The finding is consistent with the outcomes of (Silva et al, 2022) and underscores the pivotal significance of job satisfaction within the correlation linking perceived organizational support and affective organizational commitment. The outcomes of this study demonstrate that perceived organizational support yields a positive impact on job satisfaction.…”

Exploring the viewpoint of faculty members of medical sciences universities about effective factors on their organizational retention: a qualitative study

“…The results of previous studies indicate the positive effect of the support and respect received from the organization on the faculty members’ commitment and loyalty to the institution where they work ( 17 , 18 ). Khanipour et al (2019) investigated perceived social status and its organizational, managerial, and political predictors among Iranian faculty members.…”

Antecedent of Employee Engagement Among Police Officers in Indonesia

“…The more workers have the drive (affective) to live their careers (self-awareness), the more they feel deserving and enthusiastic about acquiring other positions outside this organization. Silva et al (2022) demonstrate how employee flexibility to corporate changes affects perceived external employability. Based on this, a hypothesis can be drawn, namely: H4: Movement capital has a positive effect on perceived external employability…”