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Linda Koenig, MA

August 1992

Perceived Organizational Support and Employee Commitment, Work Effort, and Turnover Intent

This study examined the relationships between perceived organizational support and employee commitment, work effort, and turnover intent. It was hypothesized that perceived organizational support would be positively related to (a) employee commitment to the organization, (b) level of work effort extended on the job, and (c) tendencies to engage in intrarole and/or extrarole work behaviors. It was further hypothesized that both perceived organizational support and organizational commitment would be negatively related to turnover intent. Variable information was obtained through a 50-item survey which was completed by 100 employees of a large research and development organization.
Results reveal the existence of significant positive relationships between perceived organizational support and (a) employee commitment, and (b) the tendency to engage in extrarole work behaviors. A significant negative relationship was found to exist between organizational commitment and turnover intent; however, the hypothesized negative relationship between perceived support and turnover intent was insignificant.

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