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THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT (POS) AND AFFECTIVE COMMITMENT (AC) ON EMPLOYEES' TURNOVER INTENTION: A STUDY OF MALAYSIAN MANUFACTURING COMPANY

Eta Wahab, Goh Cheong Hong, Alina Shamsuddin, Nor Hazana Abdullah, Tun Hussein, Onn Malaysia, Zaurin Ali

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Abstract

This study examines the effect of peceived organizational support (POS) and affective commitment (AC) on employees’ turnover intention in the manufacturing sector of Malaysia. 297 employees participated in the study. The result of the study indicate that perceived organizational support was significantly related to affective commitment. The results also shows that individuals with higher levels of affective commitment and perceived organizational support tended to report lower levels of turnover intention. Implication were presented for manager who want to keep and encourage their employees to remain in the organization. Field of Research: Perceived organizational support, affective commitment, turnover intention

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What this paper is about

This study examines the effect of peceived organizational support (POS) and affective commitment (AC) on employees’ turnover intention in the manufacturing sector of Malaysia. 297 employees participated in the study. The result of the study indicate that perceived organizational support was significantly related to affective commitment. The results also shows that individuals with higher levels of affective commitment and perceived organizational support tended to report lower levels of turnover intention. Implication were presented for manager who want to keep and encourage their employees to remain in the organization. Field of Research: Perceived organizational support, affective commitment, turnover intention

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Available abstract

This study examines the effect of peceived organizational support (POS) and affective commitment (AC) on employees’ turnover intention in the manufacturing sector of Malaysia. 297 employees participated in the study. The result of the study indicate that perceived organizational support was significantly related to affective commitment. The results also shows that individuals with higher levels of affective commitment and perceived organizational support tended to report lower levels of turnover intention. Implication were presented for manager who want to keep and encourage their employees to remain in the organization. Field of Research: Perceived organizational support, affective commitment, turnover intention

Key concepts: Organizational commitment, Perceived organizational support, Turnover intention, Psychology, Affective events theory, Affect (linguistics), Social psychology, Business administration

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THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT (POS) AND AFFECTIVE COMMITMENT (AC) ON EMPLOYEES' TURNOVER INTENTION: A STUDY OF MALAYSIAN MANUFACTURING COMPANY — Research Paper | ScholarLens