Perceived organizational support and organizational commitment

Abstract

PurposeThe aim of this article is to deepen the understanding of the relationships between perceived organizational support (POS) and the dimensions of organizational commitment (i.e. affective, normative and continuance commitment), and to test the moderating effect of locus of control and work autonomy.Design/methodology/approachThis study, based on a cross‐sectional research design, was conducted in an organizational setting. The sample includes 249 prison employees. The data were collected through questionnaires.FindingsThe results show that POS is positively and significantly correlated with affective and normative commitment. In addition, the results of the hierarchical multiple regression analyses support the moderating effect of locus of control and work autonomy with regard to the relationship between POS and affective commitment.Practical implicationsThis study highlights the importance of providing support to employees in order to foster their affective and normative commitment to the organization. Moreover, the results provide evidence in favour of managerial interventions aimed at enhancing perceived control and, consequently, minimizing the negative effects of a lack of organizational support on employees' affective commitment.Originality/valueIn addition to taking into account three dimensions of organizational commitment, this study underlines personality and job design factors that can modulate the relationship between POS and organizational commitment.