An investigation into perceived organizational support (Pos) and its effects on employees’ outcome: A case study of Afigya Kwabre District Education
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Date
2014-07-25
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Abstract
The quality of Human Resource is an asset to any organization and as a result the needed support which is to be provided to the employees has become an issue that has to be faced by every organization. The attitudes of employees towards the organization in which they work have become so crucial to the managers of the organization and researchers as well since employee‟s behavior have a direct impact on desirable work related outcomes. The main objective was to investigate into the effects of Perceived Organizational Support on employees‟ outcomes. However, the three common antecedents of perceived organizational support are fairness, supervisor support and organizational reward and job condition. The study argued that some employee outcomes such as job involvement, organizational commitment, and job satisfaction and employees intention to remain in the organization are important for ensuring a high level of organizational performance. However, POS is generally thought to be the organization‟s contribution to a positive reciprocity dynamic with employees, as employees tend to perform better to pay back POS. The respondents were selected by the use of simple random and purposive technique. Primary data was collected by the use of structured questionnaires for both management and teachers and secondary source of data (internal source) was gathered by the use of books, articles, reports from GES and other published documents to help achieve the research objective. The study revealed that Perceived Organizational Support (POS) is positively related to organizational commitment, job involvement, and job satisfaction which in turn were negatively related to turnover intentions and withdrawal behavior which are employees‟ outcomes. However, organizations can give the necessary support to employees to be motivated intrinsically to promote positive employee behaviours.
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A thesis submitted to the Department of Human Resource and Organizational Development, Kwame Nkrumah University of Science and Technology in partial fulfilment of the requirements for degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION).