Chinese Knowledge-workers' Perceived Organizational Support And Its Influence On Their Job Performance And Turnover Intention

The research of organizational behavior and employee-organization relationship based on the social-exchange theory is a common trend in the academic fields of organizational behavior and human resource management. This dissertation reviewed and summarized the literatures relating to the social-exchange theory and perceived organizational support (POS), and selected knowledge workers as the object and attempted to measure their perceived organizational support and analysis the influence of it to the job performance and turnover intention.The main methods of this dissertation includes case interview, experts interview, key-things example, focus-team discussing, and questionnaire survey, et al. The main statistical methods includes descriptives, principal components factor analysis, conformatory factor analysis(CFA),correlate analysis, T-test, ANOVA and MANOVA, multiple regression , hierarchical multiple regression(HMR), structural equation modeling(SEM), et al. The main contents and results are as fellows:(1) it analyzed the structure of knowledge-worker's perceived organizational support, developed and tested the questionnaire of it. In narrow and broad sense, it defined the POS and discussed its elements, developed and tested three questionnaires of relatively narrow POS (2 elements), relatively broad POS (4 elements), and relatively broad POS (multi-elements).By empirical study, all of these three questionnaires have good internal consistency reliability and construct validity, criterion-related validity. At meanwhile, it also explored the relations between POS and organizational commitment. The result indicates that POS are positive correlated with organizational commitment.(2) Empirical Study on the effect of knowledge-workers'POS to their job performance. Firstly, it explored the predict effects of difference elements of POS to the task performance and contextual performance. Secondly, it compared the difference effect of knowledge-worker's perceived organizational support, job satisfaction, organizational fairness, and organizational commitment to their job performance. Finally, by path analysis and structural equation model (SEM), it explored and tested the mechanism of POS to job performance.(3) Empirical Study on the effect of knowledge-workers'POS to their turn intention. Firstly, it explored the predict effects of difference elements of POS to the turn intention. Secondly, it compared the difference effect of knowledge-worker's perceived organizational support, job satisfaction, organizational fairness, and organizational commitment to their turn intention. Finally, by path analysis and structural equation model (SEM), it explored and tested the mechanism of POS to turn intention.(4) The antecedents of knowledge-worker's perceived organizational support. The result indicated that, the factors influencing POS mainly include supervisor support and colleague support, some organizational management factors and personal psychological factors.