Date of Conferral

2022

Degree

Ph.D.

School

Psychology

Advisor

Derek Rohde

Abstract

Recent global changes and job uncertainties have led employees to reappraise their working conditions that are untowardly reflected in various job attitudes. Perceived organizational support (POS) or its lack thereof and how it affects organizational commitment (OC), and turnover intentions (TIs) is crucial to job attitudes. The high unemployment rate in Nigeria is a national challenge that could precipitate various behaviors among the few available employers of labor. This study adopted the theoretical framework of the social exchange theory. This quantitative study aimed to provide employers with the flexibility to sustain or improve OC and reduce TIs. Anonymous survey responses were sourced using nonprobability and a snowballing technique. Data analysis was aided with descriptive statistics, correlation, regression, and mediation analysis. Findings showed that affective commitment (AC) and normative commitment (NC) had statistically significant relationships with TI, and continuance commitment (CC) had no statistically significant relationship with TI. POS had a statistically significant relationship with TI. The three components of OC -- AC, CC, and NC had a statistically significant relationship with POS. POS had a mediating role in the relationship between AC and TI; however, POS did not mediate the relationship between CC and TI. POS had a mediating role in the relationship between NC and TI. An implication for positive social change includes an enhanced understanding of the triggers of TIs, and beneficial to Nigerian employers to sustain or improve on organizational policies, practices, procedures, and social exchange, thereby enhancing the well-being of employees in a country with a high unemployment rate and limited skilled workforce.

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