Effetti di mediazione dell'impegno con l'organizzazione nella relazione tra sostegno percepito e comportamenti organizzativi

In this study, we analyzed if the effects of perceived organizational support (Eisenberger, Huntington, Hutchison & Sowa, 1986) on citizenship behaviors (Organ, 1988), job burnout (Maslach, 1982), and intentions to leave the company are, totally or partly, mediated by organizational commitment (Meyer & Allen, 1991). Participants were 355 employees of a shipyard; a questionnaire was applied. The mediation hypothesis was tested using structural equation models. Findings confirm the hypothesis of mediation for the affective component of commitment: identification with the company, in fact, totally mediates the effects of perceived organizational support on prosocial behaviors, intentions to leave, and burnout perceptions.