The relationship between perceived organizational support and turnover intention: Mediating role of affective commitment and job satisfaction

Abstract

Now days, it has become challenging for employers to remain competitive because of the fierce competition. One of the keys to remain competitive is to have best human resource. Therefore, every organization aims to hire best men from markets and their rival firms. Hiring men from the rival firms has created the problem of employee turnover. Employee turnover has become critical issue for HR practitioners and managers as it not only affect other employees' level of satisfaction, but also affect organizational performance. Researchers in the past have focused a number of aspects to reduce employees' turnover among which perceived organizational support is less focused aspect. Therefore, the present study aims to examine the impact of perceived organizational support on employee turnover intention through the mediation of job satisfaction and affective commitment. SEM has confirmed that job satisfaction and affective commitment perform the role of mediation between perceived organizational support and turnover intention.