Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study |
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Authors: | Alexandra Panaccio Christian Vandenberghe |
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Institution: | HEC Montréal, 3000, Chemin de la Côte Sainte-Catherine, Montréal, Que., Canada H3T 2A7 |
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Abstract: | Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories. |
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Keywords: | Psychological well-being Organizational commitment Perceived organizational support Role stressors Social exchange theory Conservation of resources theory |
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