The Research Of The Relationship Between Perceived Organizational Support And Organizational Commitment

Organizational commitment is a very important conception in organizational behavior and human resource management, and it is considered to be a bond or linking between employees and the organization. Becker, in 1960, first addressed organizational commitment. Organizational commitment has such a great influence on the employee's attitude, behaviors and performance that it has become one of the most important study issues in human resource management and organizational behavior. Eisenberger, Huntington, Hutchison & Sowa (1986) found the researchers had paid too much attention to employees' commitment to organization, while lack attention to organization's commitment to employees. So they initiated the concept-Perceived Organizational Support (POS) and defined it as "employees develop globe beliefs concerning the extent to which the organizations values their contributions and cares about their well-being" Eisenberger, Huntington, Hutchison & Sowa (1986:501). They used POS to express the employees' perception of "organization's commitment to them". Nowadays, many esearchers have focus on the POS with EOR Relationship study.This study argues the influence of organizational commitment by POS. The sample including 201 employees from all sorts of enterprises in Shanghai was analyzed by using the independent-samples T test, one-way ANOVA test, linear regression and Pearson correlation analysis. The results were obtained as follows:1. The differences among the 3 components of OC are very significant and AC (Affective Commitment) is the most dominant OC in employees. CC (Continuance Commitment) is the less and NC (Normative Commitment) is the least important among the 3 components.2. POS and OC are significantly different among the employees' gender, age, the status of marriage, the lever of education and the nature of the organization. However, there are no significantly differences among the different position and the working-year in the present organization.3. The POS has a significantly effect on OC, AC and NC. The value of this work is to prove those theories widely accepted and used in America and Europe is applicable Chinese organizations. This study evidences the fact that managers should increase OC by means of strengthening POS to increase in order to achieve job performance and organizational goals.