← Search

The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process

David G. Allen¹; Lynn M. Shore²; Rodger W. Griffeth³

¹ Fogelman College of Business and Economics, University of Memphis, Memphis, TN 38103, USA · ² Department of Management, W.T. Beebe Institute of Personnel and Employment Relations, Robinson College of Business, Georgia State University, Atlanta, GA, USA · ³ Department of Management, University of New Orleans, New Orleans, LA, USA

A model investigating antecedents of perceived organizational support (POS) and the role of POS in predicting voluntary turnover was developed and tested in two samples via structural equation modeling. Both samples of employees (N = 215 department store salespeople; N = 197 insurance agents) completed attitude surveys that were related to turnover data collected approximately 1 year later. Results suggest that perceptions of supportive human resources practices (participation in decision making, fairness of rewards, and growth opportunities) contribute to the development of POS, and POS mediates their relationships with organizational commitment and job satisfaction. Further, POS is negatively related to withdrawal, but the relationships are also mediated.

DOI

10.1177/014920630302900107

Volume

29 (1)

Pages

99-118

Language

en

Export

BibTeX

Sources

crossref