Organizations try to maximize employees’ performance. This is only possible if the employees are committed organization. The commitment of organization depends on their satisfaction with jobs. It was called that effect perceived organizational support and job well deserved be studied. Therefore, in this study, relationship between examined, whether mediated tested. necessary ethics committee pe...

Original scientific paper The current study explores the influence of perceived organizational support, psychological empowerment, and organizational learning on job performance in the bank industry. A sample of 280 employees was randomly selected from a pool of Iranian banks’ employees. The data were collected by the questionnaire and analysed using the structural equation model. The results s...

the aim of this study was to investigate the relationship between perceived organizational support (pos) and organizational citizenship behavior (ocb) of experts of national olympic and paralympic academy (nopa) in iran. the present research method was descriptive survey and of a correlation type. the statistical population consisted of all nopa experts (n=60) and the statisticl sample equalled...

The concept of organizational commitment has become a hot topic in the literature of industrial psychology and organizational behavior in the past decade. The main purpose of this study was to investigate the relationships of employee characteristic (age, marital status, job tenure, educational level and job level), Perceived organizational support, psychological capital and job satisfaction to...

This study aims at examining the mediating effect of perceived organizational support on relationship between silence and commitment using quantitative research that employs a descriptive survey design. The population for consists 452 employees Seplat Petroleum Development Company Plc, Nigeria-based company. Using Taro-Yemani’s formula, 212 were randomly selected participated in study. Path coe...

This study aims to analyze the relationship between perceived organizational culture (POC) and turnover intentions (TI) if this is mediated by support (POS) job insecurity (JI). For purpose, following hypotheses were formulated: (1) POC (support, goals, innovation, rules) has a negative significant with TI; (2) positive POS (affective cognitive); (3) cognitive) (4) JI; (5) JI (6) both represent...