The Moderating Role of Perceived Organizational Support and Perceived Supervisor Support on the Relationship Between Teamwork Behaviors and Affective Commitment
Master of Science (MS)
affective commitment, moderator, perceived organizational support, perceived supervisor support, teamwork behavior
Psychology; Organizational behavior
Researchers have identified employee affective commitment as a key indicator of variables that are of great interest to organizations (Mowday, Porter, & Steers, 1982). Teamwork behaviors have been identified as predictors of affective commitment (Meyer, Stanley, Herscovitch, & Topolnytsky, 2002). However, very few studies have examined the moderating effect organizational and supervisor support may have on these relationships. The purpose of this study was to examine the moderating effects of perceived organizational support and perceived supervisor support on the relationship between teamwork behaviors and affective commitment. Results of a survey administered to 3,926 employees in a medical device company revealed that both perceived organizational support and perceived supervisor support significantly moderated the relationship between teamwork behaviors and affective commitment, suggesting that employees who experience more cooperation, communication, and collaboration (teamwork behaviors) report higher levels of affective commitment when they feel their contributions are valued by their organizations and supervisors. It is suggested that organizations focus on increasing perceptions of organizational support and supervisor support because support moderates the relationship between teamwork behaviors and affective commitment.
Stephens, Carlie Ann, "The Moderating Role of Perceived Organizational Support and Perceived Supervisor Support on the Relationship Between Teamwork Behaviors and Affective Commitment" (2016). Master's Theses. 4779.