Perceived Organizational Support, Organizational Commitment, Job Satisfaction, and Successful Post-Deployment Reintegration

The purpose of this non-experimental correlational quantitative study was to examine the extent and manner in which POS contributes to the successful PDR process and the direct and indirect effect that PDR has on organizational commitment, as mediated by job satisfaction. Reintegration research has focused largely on the post-deployment process of National Guard/Reserve soldiers returning to family relationships. Nonetheless, predictors of reintegration, such as perceived organizational support, and organizational commitment, have been identified in extant studies. However, the variables that may influence successful reintegration process for law enforcement officers are still relatively unknown. This quantitative non-experimental correlational study examined the extent and manner in which perceived organizational support contributes to the successful post-deployment reintegration process and the direct and indirect effect that post-deployment reintegration has on organizational commitment, as mediated by job satisfaction. A sample of 81 participants was recruited from the population of law enforcement officers from northwest Ohio. The participants completed the questionnaires to measure perceived organizational support, organizational commitment, job satisfaction, and their influence on the reintegration process. The gathered data was subjected to correlation analysis, allowing the first set of hypotheses to be tested. The hypothesis that there is no statistically significant relationship between perceived organizational support and post-deployment reintegration was accepted [(74) = .196, p = .094]. The hypothesis that there was a significant relationship between post-deployment reintegration status and organizational commitment was accepted and indicated that this relationship was of moderate strength. Other significant correlations were found between Post-Deployment Reintegration and Job Satisfaction [(72) = .359, p = .002], between Perceived Organization Support and Job Satisfaction [(74) = .413, p < .001], and between Job Satisfaction and Organization Commitment [(67) = .336, p = 0.005]. These correlations were statistically significant and of moderate strength.