The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation
By N. Arshadi. 2011
129 citations recorded by the source corpus.
Abstract The conceptual framework for this research was POS theory. According to this theory (Eisenberger et al., 1986), employees form general beliefs concerning how much the organization values their contributions and cares about their well-being. This perceived organizational support leads to employees’ felt obligation to help the organization reach its goals. Present study tested a mediation model consisting of organizational commitment, in-role performance, and turnover intention as dependent variables and POS as independent variable, with felt obligation as its mediator. Using structural equation modeling (SEM), the relationships were examined in a sample of 325 full-time employees in an industrial organization in Iran. Results showed that a) pos was positively related to employees’ felt obligation; b) POS was positively related to organizational commitment and in-role performance, and negatively related to turnover intention, and c) felt obligation mediated the relationships of POS with organizational commitment, in-role performance, and turnover intention. Discussion and implications of the results are presented in the study.
Subfields: Demography, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/51a839d7607325c5fbd67f91b1359c195571c547
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In Demography
In Organizational Behavior and Human Resource Management
- B. Joo
- H. Hahn
- Shari L. Peterson
- A. Kalidass
- A. Bahron
- Suk Bong Choi
- Thi Bich Hanh Tran
- Jalal Rajeh Hanaysha
Citations in the corpus
- The Relationship between Perceived Supervisor Support, Perceived Organizational Support, Organizational Commitment and Employee Turnover Intention (2015, methodology): “A study by Ghiselli et al., (2001), claimed that the turnover intentions are likely to be influence by the dimensions of POS, which POS was also found to have a direct influence on employees’ turnover intention (Nasrin Arshadi, 2011).”
- Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity (2015, background): “(2010) and Arshadi (2011) supported that POS negatively influenced employees’ intentions to quit.”