Organisational support and employee commitment in Sri Lanka

This study explores employees' perceptions of organisational support, commitment, job satisfaction and turnover intentions in Sri Lanka Telecom (SLT). Organisational support involves the provision of valued financial benefits along with employees' perceptions of support from supervisors an...

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Bibliographic Details
Published in:The economic and labour relations review : ELRR 2012-02, Vol.23 (1), p.125-142
Main Authors: O’Donnell, Michael, Jayawardana, Ananda K. L., Jayakody, J. A. S. K.
Format: Article
Language:English
Subjects:
Absenteeism
Analysis
Beliefs, opinions and attitudes
Commitments
Communications industry
Decision making
Employee morale
Employee turnover
Employees
Employment
Human resource management
Hypotheses
Job satisfaction
Labor market
Organizational behavior
Perceptions
Performance management
Procedural justice
Social exchange theory
Structural equation modeling
Studies
Supervisors
Telecommunications industry
Telecommunications services industry
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Summary:This study explores employees' perceptions of organisational support, commitment, job satisfaction and turnover intentions in Sri Lanka Telecom (SLT). Organisational support involves the provision of valued financial benefits along with employees' perceptions of support from supervisors and co-workers, and procedural fairness in decision-making. We found strong evidence that high levels of organisational support lead to employee reciprocity via increased affective commitment and job satisfaction and reduced turnover intentions. We also found evidence, albeit weaker, of a positive relationship between economic exchange and continuance commitment, where employees may be dissatisfied but stay because they have too much invested in firm specific knowledge and skills. The firm provided above average compensation and benefits and with limited alternative job opportunities in the formal economy in Sri Lanka the costs of leaving the organisation are likely to have outweighed the costs of staying.
ISSN:1035-3046
1838-2673
DOI:10.1177/103530461202300108