The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation

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.

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