The Moderatıng Effect of Perceıved Organızatıonal Support (Pos) In The Impact of Workload and Work-Family Conflıct on Organızatıonal Commıtment- A Research In Hospital Nurse Staffıng
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Relationship between organizations and employees has attracted the attention of researchers, particularly in psychological and organizational behavior studies. Organizations are looking for strategies to raise employees’ organizational commitment and minimize the effect of factors that adversely affect commitment. This thesis’s objective is to assess the conditional indirect effect of workload on affective commitment via work-family conflict and family-work conflict mediators, and these relationships changing according to the level of perceived organizational support. Two models were developed, in order to assess relationships among study variables. Models were tested with conditional process analysis using PROCESS Macro for SPSS. Quantitative data were collected from one hundred and eighty-four nurses in public hospitals and public health care centers. Data were collected using questionnaire technique and respondents rated each item on a 5-point Likert scale. Results obtained in this study revealed that workload is positively associated with work-family conflict and inversely connected to perceived organizational support and affective commitment. Work-family conflict does not mediate workload and affective commitment relationship. However, the direct and indirect effect of workload on affective commitment changes with the level of perceived organizational support.