| As many companies struggle to maintain organizational commitment high, many cases of stress in workplace are getting more and more severe. The most common are role stress. Role stress mainly consists of role overload, role ambiguity and role conflict. However, in most research, only role conflict and ambiguity received much attention as a topic for debate. Meanwhile, In Indonesia, role stress experienced by employees seems to threaten the performance. Thus, in this research we seek to understand more about the relationship between role stressors and organizational commitment, with perceived supervisor support as the moderating variable.In this research, we constructed a research model to clarify how perceived supervisor support moderates the relationship between role stressors and 3 aspects of organizational commitment(affective, normative, and continuance). In doing so, we conducted the research on 300 respondents from Indonesia, and analyze the data through factor analysis and regression analysis to examine the model and hypotheses we proposed. The results shown that(1) Role stressors is negatively correlated with affective commitment but Perceived supervisor support shown to be able to moderate the relationship by weakening the negative effect of role stressors on affective commitment.(2) Role stressors is negatively correlated with continuance and normative commitment, but Perceived supervisor support has no significant relationship, therefore cannot moderate the relationship between the two variables.Finally, this paper figured that organizations could use the findings to develop and plan the human resource policies, and gave some possible solutions. First, it would be helpful to reduce role stress if organizations create a clear division and clear job description. And second, it would be helpful if organizations could provide support in the form of long term investment, hence able to moderate the negative effect of role stress to employees‘ organizational commitment. |
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