The relationship between perceived organizational support and organizational commitment among academics: the mediating effect of job satisfaction

Mabasa Fumani Donald,Shambare Richard,Ngirande Hlanganipai

doi:10.21511/imfi.13(3-1).2016.13

Mabasa Fumani Donald, Shambare Richard + Show 1 more

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https://doi.org/10.21511/imfi.13(3-1).2016.13

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Abstract

This study investigated the relationship between perceived organizational support (POS), job satisfaction (JS) and organizational commitment (OC) in an institution of higher learning. The mediating effect of job satisfaction on the relationship between perceived organizational support and organizational commitment was tested. Self-completion questionnaires were administered to a sample of (n=302) participants. Structural equation modelling techniques were used to test the hypothesized relationships. Results indicate strong significant positive correlations among the variables. Furthermore, findings of the study demonstrate that job satisfaction mediates the relationship between perceived organizational support and organizational commitment. The results also showed that there is a significant relationship between perceived organizational support and job satisfaction. A significant relationship between perceived organizational support and affective commitment, as well as continuance commitment was also noted, but no significant relationship between perceived organizational support and normative commitment was found. Results showed a significant positive relationship between job satisfaction and affective commitment, as well as continuance commitment, but no significant relationship between job satisfaction and normative commitment was found. Keywords: academic staff, perceived organizational support, organizational commitment, job satisfaction, relationships, SEM. JEL Classification: J28

Highlights

The world of work is constantly changing rigorously which results in many organizations facing challenges and realizing opportunities
We fail to accept the null hypothesis and conclude that there is a relationship between perceived organizational support and employee job satisfaction
The results show a positive relationship between perceived organizational support and employee organizational commitment (r = 0.550; p < .001)

Summary

Introduction

The world of work is constantly changing rigorously which results in many organizations facing challenges and realizing opportunities. Changes arise due to new trends in the global market, political instability, economical changes and technological advancement (Porter, 2000) These continuous changes might result failure or success of the organization. As such, perceived organizational support becomes one of the significant concepts of improving employees’ level of satisfaction and commitment. It is important to understand that employees’ level of satisfaction with their job is one of the keys to the success of an organization. Kim (2004) concurred that job satisfaction results in organizationally valued outcomes such as productivity, low turnover, and organizational effectiveness. This further proves that job satisfaction is one of the important variables that contribute to organization’s success. Organizational commitment has been extensively and variably defined, measured and investigated, as a result, it has been criticised for lack of precision, giving rise to inconsistent results from various studies (Meyer & Allen, 1997)

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