Impact of stress on the affective commitment, perceived organizational support, voluntary turnover relationship.

Abstract

This research examined how the relationship among affective commitment, perceived organizational support, and voluntary turnover is influenced by stress at work. Affective commitment was expected to mediate the relationship between perceived organizational support and voluntary turnover. Low levels of stress were expected to have a more significant impact on the relationship than moderate to high levels. Exchange ideology was expected to help explain dynamics of the relationship. This study showed that the affective commitment, perceived organizational support, voluntary turnover relationship is significantly influenced by stress levels. Exchange ideology correlated with affective commitment and perceived organizational support but did not mediate the two nor did it correlate with voluntary turnover. Affective commitment mediated the relationship between perceived organizational support and voluntary turnover.