Perceived organisational support, job stress, and turnover intention: The moderation of affective commitments

Abstract

The current study examined the role of affective commitment in the relationship between perceived organisational support (POS), job stress, and quitting intention of mining sector employees. The participants were 407 employees of a mining company in Ghana (females = 41.8%, manager = 41.3%, mean age = 2.13 years, SD = 0.77 years). They completed existing measures of perceived organisational support, job stress, affective organisational commitment, affective occupational commitment, and turnover intention. Following mediated-moderated analysis, the results showed the employee’s perceived job stress to mediate the relationship between POS and turnover intention. Additionally, affective organisational and occupational commitments moderated the relationship between job stress and turnover intention such that the relationship between job stress and turnover intention was less positive when affective commitments are high. From these findings, we conclude that providing employees with perceived organisational support will not only help reduce stress-related turnover intention, but may also help employees to develop an emotional attachment which will buffer the effect of stress on turnover intention.