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Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support

机译：预测离职意图：组织承诺和感知的组织支持的相互作用

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Purpose - The purpose of this paper is to examine the relationship between organizationalrncommitment, perceived organizational support (POS) and turnover intentions. The objective is tornidentify practical as well as theoretical implications of the relationships.rnDesign/methodology/approach - This research was undertaken via a questionnaire in a largernAustralian public sector organization.rnFindings - The interaction between POS and organizational commitment was a significant predictorrnof turnover intention. Employees with low levels of commitment, but high levels of support from thernorganization, are less likely to leave the organization.rnResearch limitations/implications - This is a cross-sectional study, using self-reports forrnindependent and dependent variables.rnPractical implications - As POS was found to influence turnover, this provides an avenue ofrnapproach for managers struggling to retain valuable employees whose commitment alone may not bernenough to prevent them from leaving.rnOriginality/value - The paper examines the impact of POS, a neglected variable in the study ofrnturnover intention, and in particular in its interactive effect between commitment and turnover.
机译：目的-本文的目的是研究组织承诺，感知组织支持（POS）和离职意图之间的关系。目的是弄清这种关系的实际和理论含义。设计/方法/方法-这项研究是通过一个较大的澳大利亚公共部门组织中的问卷进行的。研究结果-POS与组织承诺之间的相互作用是一个重要的预测营业额意图。承诺水平低但得到组织高度支持的员工不太可能离开组织。研究限制/含义-这是一项横断面研究，使用了独立和因变量的自我报告。实践意义-作为POS被发现会影响营业额，这为经理们努力挽留有价值的员工提供了一条途径，这些员工仅凭承诺就无法阻止他们离职。rnOriginity / value-本文研究了POS的影响，这是研究员工离职意向的一个被忽略的变量，尤其是承诺与营业额之间的互动影响。

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