Perceived Organisational Support as a Mediator of the Relationship of Perceived Situational Factors to Affective Organisational Commitment

Abstract

Cet article examine le roà le que joue la perception du support organisationnel en tant que me diateur de la relation entre les facteurs situationnels et l'engagement affectif; les facteurs situationnels conside re s e taient: la justice proce durale, une distribution e quitable des taà ches, le degre de satisfaction concernant les rapports avec le supe rieur et le plus ou moins favorable climat des relations de travail. L'analyse des donne es, sur un e chantillon de 185 repre sentants de produits pharmaceutiques, en Inde, indique pleinement que la perception du support organisationnel est effecetivement un me diateur entre chacune de ces variables situationnelles et l'engagement affectif envers l'organisation.This paper examines the role of perceived organisational support as a mediator of the relationship between perceived situational factors and affective organisational commitment. Perceived situational factors examined were: procedural justice, distributive justice, communication satisfaction with supervisor, and labor±management relationship climate. Analysis of data from a sample of 185 pharmaceutical sales representatives from India indicated that perceived organisational support fully mediates the relationship between each of these perceived situational variables and affective commitment to the organisation.

Effects of new ways of working on work hours and work location, health and job-related outcomes

“…"I take the time to listen to co-workers' problems and worries"; α = 88). Three items adapted from Moideenkutty et al (2001) were used to measure employees' affective organizational commitment (e.g. "I feel a strong sense of belonging to my organization"; α = 0.81).…”

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

“…There is experimental support for the relationship between justice perception and perceived organizational support (Fasolo, 1995;Ogilvie, 1986;Wayne et al, 2002;Moideenkutty et al, 2001).…”

“…Moideenkutty et al (2001) Rhoades, Eisenberger, & Armeli (2001) examined the interrelationships between work experiences, perceived organizational support, affective commitment, and employee turnover. They found that perceived organizational support mediated positive associations of organizational rewards, procedural justice, and supervisor support with affective commitment.…”

“…However, there is not a sufficient number of studies about the mechanism between these relationships. In a small number of studies made on this subject, perceived organizational support was taken as a mediator of the relationship between perceived justice and affective commitment (Rhoades, Eisenberger, & Armeli, 2001;Moideenkutty et al, 2001;Loi, Hang-yue, & Foley, 2006) and the relationship between perceived justice and intention to leave (Loi, Hang-yue, & Foley, 2006). This study aims to contribute to the limited amount of research made in this field, and contribute to the relevant literature by testing research findings in a different culture.…”

Influences of Work-Life Support of Officers' Organizational Commitment and Negative Work-Family Spillover

“…Perceptions of organizational support can increase employees' commitment to and performance in an organization (Allen, 2001;Eisenberger, Armeli, Rexwinkel, Lynch, & Rhoades, 2001;Moideenkutty, Blau, & Kumar, 2001;Orpen, 1994;Settoon, Bennett, & Liden, 1996). Family-supportive policies are one way in which organizations may demonstrate their consideration of employee well-being, thereby increasing perceived organizational support.…”