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ORGANIZATIONAL
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COMMITMENT AND PERCEIVED
ORGANIZATIONAL SUPPORT
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Research article
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Anum Iqbal (0438), Anum Akhlaq and Madiha
Akhlaq

Organizational commitment and

Perceived Organizational support
Several researches have been conducted describing the
increasing factors which are responsible for influencing
intensity of the employees behavior at work. Among
these factors, organizational commitment is considered as
one of the strong factor which directly links with
perception of the employee about his workplace. Beside
this, commitment refers to the meaning when a person is
emotionally or intellectually bound with any other person
or any of the group or organization( American Heritage
dictionary). Similarly when it comes about organizational
commitment, it is the important factor of employees
dedication, sincerity and loyalty to the organization. If
someone is emotionally bound to its organization, he or
she will be least likely to switch the job from there. Thus
there will be reduced absenteeism and turnover. He will
work with the great deal of efforts to achieve the goals of
the organization. So many researchers investigated about
this perspective of human association that how employee
when associates with the organization, perceives
organizational support and in return, what he responses
to the organization. In the end how organization is
affected by his role. (Etzioni; 1961, Gould; 1979, Levinson;
1965, March and Simon;1958, Porter and steer; 1982)
investigated about the social exchange factor of the
organizational
commitment.
According
to
these
researchers,
organizational
commitment,
employee
performance and efforts are trade off. For supporting this
view (Meyer and Allen; 1991) represented the strong

association between affective commitment and employee

turnover. Similarly an organizational support theory
(Eisenberger, Huntington, Hutchison and Sowa; 1986,
Shore and Shore; 1995) explained that employees are
emotionally bound to their organization. According to this
approach, employees form general believes relevant to
the organization that what value is given to their
contribution by the organization. This is in actual because
of the fact that they want to meet their socio emotional
need. Beside this (eisenberger; 1986) also investigated
that
Perceived
organizational
support
reduces
absenteeism. When the employees perceived positive
relation with the organizational commitment, they go
beyond their duties and responsibilities. For them,
organizations achievements are of great worth. (Linda
Rhoades, Robert Eisenberger, Stephen Armeli; 2001)
proposed the relation of Perceived organizational support
and affective commitment as partially mediated by
employees. In this research, they found the POS as a
mediator of positive associations of organizational
rewards and supervisor supports along with affective
commitment. Beside these views, (Bechor; 1960, Farrell
and Rosbult; 1981) represented how organizational
commitment impacts the economic costs of leaving the
present
employer.
For
instance,
organizational
commitment will costs the person in great deal of manner
because if the person acquires specific skill in his present
job, so he would know this that his acquired skill will be
provided with the less value elsewhere. So, for him,
switching the job will cost a lot. (Lynn McFarlane, Shore
and Sandy, J. Wayne; 1993) described the comparison of
affective commitment and continuance commitment with
Perceived organizational support. They investigated that
commitment is also responsible in explaining behaviors

which are not formally rewarded by the organization

which are termed as non role behavior. They described
Organizational citizenship behavior as extra role behavior
which is not included in the required duty of the job which
is shown by employee only when he is strongly committed
to the organization. Since Allen and Meyers (1990) work,
organizational commitment has developed a great deal of
awareness among researchers. In fact, research has
revealed that committed employees show more positive
attitudes and behaviors at employment (e.g., satisfaction,
act) than noncommitted employees (e.g., Meyer, Allen, &
Smith, 1993; Meyer, Stanley, Herscovitch, & Topolnytsky,
2002). In particular, the affective aspect of commitment
(i.e., affective organizational commitment) has the
strongest relationships with numerous organization and
employee-relevant outcome .

Problem Statement
Organizational success depends on its support to the
employees. Employee satisfaction and commitment can be
obtained by the businesses that focus on paying good
salaries that is rewarding them for their good
performances, appreciating their extra efforts and
providing them job enrichment so that they may enjoy
their work. But the problem that is being faced with the
companies is that they are not able to maintain their
capital to pay their employees fairly, they dont
appreciate
employees
efforts
which
leads
to
disappointment and they dont focus on job enrichment

which make employees bored with their work and thus

employees perceive negative organizational support, so,
they are unable to retain them which leads to frequent
employee turnover in the companies. For example, Meyer
and Allen (1984) shared the concept that employees
effective attachment to the organization has influence on
absenteeism, productivity at work and turnover ratio. The
aim of business is not only maximizing profit but also
competing in the market to maintain their position in the
corporate world successfully. The overall problem being
faced by the business is to gain employee commitment
through supporting them by different factors, failing
which they face employee turnover on large scale. So, the
support of organization to the employees play important
role in keeping them satisfied and committed to the
company. The actual problem evaluated through this
research is that there is no analytical and specific model
in Pakistani context that proves the impact of
organizational support on employee commitment to the
organization. Filling this gap, our present research aims
to Discover the Impact of Organizational Support on
Employees Commitment to the Organization.

Research Objective
The goal of this research is to explore the relationship
between
organizational
support
and
employee
commitment through exploring the factors which satisfy
the employees. So, based on this research the objectives
designed are as under:
To describe the impact of organizational support on
employee satisfaction and employee commitment to
the organization though discovering prior studies.

 To prove the influence of organizational support on

employee attendance and performance leading to
their commitment to the organization through
evidences.
To suggest strategies to the organizations of gaining
employee satisfaction and commitment.

Research Questions
Following are the research questions based on the above
objectives:
What is the impact of organizational support on
employee satisfaction and employee commitment to
the organization?
What is the influence of good salary package,
appreciation to extra efforts and job enrichment on
employee attendance and performance?
What are the strategies that organization should
implement to gain employee satisfaction and
commitment?

Research Hypothesis
We represent here three hypothesis statements which show positive relation with
each other and when these variables are positively linked so, positive
organizational support is perceived by the employees. These statements are
mentioned here by:
H1: Good salary
Commitment

packages

show

direct

relation

Employee

H2:
Supervisors appreciation and support also play significant
impact on Employee Commitment
H3: Job Enrichment also leaves positive impact on Employee
Commitment