Perceived Organizational Support and Turnover Intention: The Mediating Effects of Personal Sacrifice and Job Fit

Abstract

This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.

The Impact of Perceived Organizational Justice on Turnover Intention: Evidence From an International Electronic Chain Store Operating in Turkey

“…Organizational commitment denotes an emotional attachment and identification with an organization. Organizational citizenship behaviors embody non-required and uncompensated actions such as punctuality, attendance, aiding coworkers, voluntarily assuming ad-hoc tasks and assisting management in implementing new tasks (Dawley et al, 2010). However, over the next 20 years it is likely that the idea of developing emotional ties to the organization will not be enough, and organizations will no longer have the luxury of being concerned with employees performing extra-role behaviors.…”

“…Discussion and conclusion are provided in the final section. turnover decisions, it is important to consider the mechanisms through which perceived organizational justice acts on turnover intention (Dawley et al, 2010).…”

The Effect of Job Characteristics on Managers’ Intent to Leave the Organization: The Mediating Role of the Four Dimensions of Organizational Commitment

“…In this regard some researchers (Dawley, Houghton, & Bucklew, 2010;Iverson & Buttigieg, 1999;Lynn, 2004;McGee & Ford, 1987;Somers, 1995;Vandenberghe & Panaccio, 2012) have identified continuance commitment to have two sub-dimensions. This concept of continuance commitment is based on the scarcity of alternatives and a sacrifice of management role such as seniority which he might not get if he quits the job.…”

The Influence of Supervisor Support on Nurses’ Turnover Intention

“…All studies indicated a negative association between supervisor support and TI. Employees who perceived that their supervisors cared about them and valued their contributions reported lower levels of TI [2,11,19]. …”