The Effect of Perceived Organizational Support and Perceived Supervisor Support on Organizational Commitment and Individual Performance

Document Type : Research Paper


1 Assistant Prof. in MBA, Faculty of Management, Tehran University, Tehran, Iran

2 Assistant Prof., Faculty of Management, Tehran University, Tehran, Iran

3 MSc. in Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran


Keeping and retaining of professional staff in organizations and increase their performance have always been the concern of many organizations and companies in competitive situation.  Achievement of these objectives, depends on many factors such as perceiving organization and supervisor supports by the staff. In this research, the effect of perceived organizational and supervisor support on organizational commitment and individual performance will be investigated. For this purpose, a sample gathered through statistical census of Itrac Company with 260 employees, were studies. The method of analysis of the collected data was correlation and regression (step by step) with SPSS software, the results showed that the perceived organizational and supervisor support have positive and significant impact on affective and normative dimensions of organizational commitments and has positive impact on both the task and contextual performance, and there’s not a meaningful positive relationship only between perceived organizational and supervisor support with continued commitment.


Aggarwel- Gupta, M., Vohra, N. & Bhatnagar, D. (2010). Perceived organizational support and organizational commitment: The meditational influence of psychological well- being. Journal of Business and Management, 16(2), 105- 124.
Ahmed, I., Nawaz, M. M., Ali, G. & Islam, T. (2015). Perceived organizational support and its outcomes. Management Research Review, 38(6), 627- 639.
Alambeigi, A., Ahangari, I. & Azizi, S. (2015). Analysis of relationship between leader- member exchange (LMX), organizational learning culture and employee’s organizational commitment (case of study: Agricultural experts central province). Journal of Public Administration, 6(4), 819-837.
(in Persian)
Anjum, A. & Naqvi, G. (2012). Impact of perceived supervisor support on organizational citizenship behavior: Mediating role of trust. The Asian conference on Psychology & the behavioral, Osaka, Japan, 249- 261.
Arshadi, N. & Hayavi, G. (2013). The effective of perceived organizational support on effective commitment and job performance: mediating role of OBSE. Journal of Procedia- social and behavioral sciences, 84, 739- 743.
Arshadi, N. (2011). The relationships of perceived organizational support (POS) whit organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Journal of Procedia- social and behavioral sciences, 30, 1103- 1108.
Asgari, B., Poursoltani Zarandi, H. & Aghaei, N. (2014). The effect of perceived organizational support on organizational commitment and job performance in employees of sports and youth department of western provinces of Iran.Sport Physiology & Management Investigations, 6 (2), 91- 102. (in Persian)
Bellia, R. E. (2007). Moderating effect of commitment and perceived supervisor support on the relationship between task characteristics and performance measures. USA: Los Angeles University.
Bowen, W.T. (2011). Effect of supervisor support on employee commitment: Applicability in the volunteer fire service, Washington: Nyack College.
Casimir, G., Keith Ng, Y. N., Wang, Y.K. & Ooi, G. (2014). The relationships amongst leader- member exchange, perceived organizational support, affective commitment, and in-role performance. Leadership & Organization development Journal, 35(5), 366- 385.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L. & Aselage, J. (2009). Perceived organizational support and extra- role performance: Which leads to which? The Journal of Social Psychology, 149 (1), 119- 124.
Cullen, K. L., Edwards, B. D., Casper, W. C. & Gue, K. R. (2014). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Bus Psychology, 29(2), 269- 280.
Damghanian, H., Jamshidi, L. & Ghale Agha Babai, F (2015). Analyzing the role and impact of perceived organizational support on reducing social vanity. Journal of Public Administration, 7 (2), 229- 244. (in Persian)
Danaee -Fard, H., Alvani, M. & Azar, A. (2013). Quantitative research methodology in management: A comprehensive approach. Tehran: Eshraghi. (in Persian)
Eisenberger, R. & Aselage, J. (2003). Perceived organizational support and psychological contract: a theoretical integration. Journal of Organizational Behavior, 24(5), 491- 509.
Eisenberger, R., Chen, Z., M. Johson, K., L. Sucharski, L. & Aselage, Jٍ. (2010). Perceived organizational support and Extra- role performance: Which leads to which? The journal of social psychology, 149 (1), 19- 124.
Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500- 507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. & Rhoades, L. (2002). Perceived supervisor support: Contribution to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Gognon, M. A. & Micheal, J. H. (2004). Outcomes of perceived supervisor support for wood production employees. Forest Products Journal, 54 (12), 172- 178.
Herrbach, O. (2006). A matter of feeling? The affective tone of organizational commitment and identification. Journal of Organizational Behavior, 27(5), 629- 643.
Houman, H. (2009). Structural equation modeling with Lisrel software. Tehran: SAMT. (in Persian)
Kong, H. J., Gatling, A., Kim, J. & Harrah, W. (2014). The impact of supervisory support on organizational commitment, career satisfaction, and turnover intention for hospitality frontline employees. Journal of Human resources in hospitality & tourism, 14 (1), 68-89.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., Vet, H. C. W. & Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53 (8), 856- 866.
Koopmans, L., Bernaards, C.M., Hildebrandt, V. H., Beek, A. J. & Vet, H. C. W. (2012). Development of individual work performance questionnaire. International Journal of Productivity and Performance Management, 62 (1), 6- 28.
Koopmans, L., Coffeng, J. K., Bernaards, C. M., Boot, C. RL., Hildebrandt, V. H., Vet, H. CW. & Beek, A. J. (2014). Responsiveness off the individual work performance questionnaire. BMC Public Health, (14), 513-523.
Kuvaas, B. & Dysvik, A. (2010). Exploring alternatine relationships between perceived investment in employee development. Perceived supervisor support and employee outcomes. Human Resource Management Journal, 20(2), 138-156.
Luxmi, M. & Yadav, V. (2011). Reciprocation effect of perceived organizational support on organizational commitment: A study of school teachers. Journal of Management and labor studies, 36 (2), 175- 186.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, (1), 61-89.
Meyer, J. P. & Herscovitch, L. (2001). Commitment in the workplace toward a general model. Human Resource Management Review, 11(3), 299-326.
Miao, R. (2011). Perceived organizational support, job satisfaction, task performance and organizational citizenship behavior in China. Journal of Behavioral and Applied Management, (21), 105- 127.
Moghimi, M. & Ramezan, M. (2011). Journal of management. Tehran: RAHDAN. (in Persian)
Muse, L. A. & Stamper, C. L. (2007). Perceived organizational support: Evidence for a mediated association with work performance. Journal of Managerial Issues, 19 (4), 417- 459.
Panaccio, A. & Vandenberghe, C. (2012). Perceived sacrifice and few alternative commitment: The motivational underpinnings of continuance commitment’s sub dimensions. Journal of Vocational Behavior, 81 (1), 59-72.
Rahmanseresht, H. & Sheikhi, N. (2014). The mediating role of organizational citizenship behavior in impact of job attitudes on knowledge sharing behavior. Journal of Public Administration, 6(3), 481- 502.
Riggle, R. J., Edmondson, D. R. & Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of Business Research, 62(10), 1027- 1030.
Rusbasan, D. R. (2010). Help boss, I’m stressed! Measuring types of perceived supervisor support and how day related to subordinates’ workplace stress. USA: University of Connecticut, Storrs.
Saffar Doaee, H. & Borjalilo, SH. (2010). Investigate the relationship between perceived organizational support and organizational commitment and turnover intention. Journal of Public Administration Perspective, 3, 63- 77. (in Persian)
Shafiq, M. & Zia-ur- Rehman, M. & Rashid, M. (2013). Impact of compensation, training and development and supervisor support on organizational commitment. Journal of Compensation & benefits review, 45 (5), 278- 285.
Taghizadeh Yazdi, M. R. & Soleimani, A. (2015). Application of canonical correlation techniques to investigate the relationship between emotional intelligence, organizational citizenship behavior and organizational commitment. Journal of Public Administration, 7(2), 211- 228.