The Linkage Between Organizational Support And Employee Commitment

Employees'commitment to work is of vital importance to an organization. It has direct links to individual performance, efficiency, work attitudes. With employees' commitment, an organization is able to conquer great difficulties, while without employees' commitment an organization will be lack of vitality and competitive power. Besides pay and monetary rewards, employees'commitment is often influenced by their perceived work-related support. Therefore, how to stimulate employees' commitment and create a harmonious relationship between employees and organization became one of manager's major concerns.To achieve better understanding about organizational commitment, this study examines the relationship between three work-related support and organizational commitment, as well as to what extent does work-related support influence organizational commitment. The three work-related support are perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCWS). Three components of organizational commitment are respectively affective commitment (AC), normative commitment (NC) and continuance commitment (CC). Quantitative research strategy was adopted in this study.372 employees from a Chinese manufacturing company participate in the survey. The results show that POS and PCWS have significant influence to AC and NC. PCWS has no significance influence to organizational commitment. Unexpectedly, CC is not influenced by work-related support but by age and tenure. The results inosculate existing literature and arrive at new conclusions as well. They have directive managerial implications on human resource management, in particular for Chinese manufacturing companies.