Study On The Effects Of Perceived Organizational Support On Employees’ Turnover Intention And Perceived Organizational Sustainability Performance

The concept of perceived organizational support has attracted wide attention of scholars in the field of organizational behavior.However,the relevant literature shows that although the research of organizational support involves many outcome variables,most of effects are linear,which is not consistent with the complexity of management practice.Thus,it is important to examine the nonlinear effects of perceived organizational support in management practice.In addition,the complexity of human determines the uncertainty of human behavior in different situations.Although the research on perceived organizational support has been carried out in a variety of situations,such as e-merchandisers,national institutions and nurses,it has not been conducted in the context of the fitness industry.Based on the social exchange theory and the TMGT theory,this paper examined the mechanism of perceived organizational support on employees’ turnover intention and perceived organizational sustainability performance from the perspective of personal organizational fit,and proposed that organizational support was not always the more the better.This paper used multiple research methods,such as literature research,questionnaire survey,and conducted a series of statistical analysis methods(i.e.,meta-analysis,confirmatory factor analysis,multiple regression analysis).The core contents and important conclusions of the paper are mainly reflected in the following aspects:Firstly,this study conducted a meta-analysis on the impacts of perceived organizational support on turnover intention and job performance.A careful screening of 212 searched relevant papers led to the final 39 relevant empirical studies on the relationship between perceived organizational support and turnover intention and job performance,which included 45 independent studies and 13,813 samples.The meta-analysis of the empirical literature found that there was a moderate negative correlation between perceived organizational support and turnover intention and a moderate positive correlation between perceived organizational support and job performance.Moreover,the effects of perceived organizational support on turnover intention and job performance vary across different industries.Second,this study examined the effects of perceived organizational support on employees’ turnover intention with the moderating effect of person-organization fit.This study collected 329 questionnaires to analyze the impact of perceived organizational support on turnover intention and job performance under different person-organization fit conditions in the fitness industry.The results show that when the person-organizational fit is high,the perceived organizational support has a significant linear negative correlation with turnover intention.When the person-organizational fit is low,if the employee perceives moderate organizational support,perceived organizational support can effectively reduce turnover intention;but if the organizational support is too strong,the turnover intention will be increased.In other words,when individual organizational fit is low,there is a nonlinear relationship between perceived organizational support and turnover intention.Moreover,when person-organization fit is high,organizational commitment and job burnout fully mediate the relationship between emotional organizational support and turnover intention,and partly mediate the relationship between instrumental organizational support and turnover intention.When person-organization fit is low,organizational commitment and job burnout partly mediate the relationship between organizational support and turnover intention.Third,this study examined the effects of perceived organizational support on employees’ perceived organizational sustainability performance with the moderating effect of person-organization fit.Distinguished from previous studies that have examined the effect of perceived organization support on personal outcomes,this study collected 221 questionnaires to analyze the impact of perceived organizational support on perceived organizational sustainability performance under different person-organization fit conditions in the fitness industry.The results show that when the person-organizational fit is high,the perceived organizational support has a significant linear positive correlation with perceived organizational sustainability performance.When the person-organizational fit is low,if the employee perceives moderate organizational support,perceived organizational support can effectively increase perceived organizational sustainability performance;but if the organizational support is too strong,perceived organizational sustainability performance will be reduced.In other words,when individual organizational fit is low,there is a nonlinear relationship between perceived organizational support and perceived organizational sustainability performance.Moreover,when person-organization fit is high,organizational commitment and job satisfaction partially mediate the relationship between organizational support and perceived organizational sustainability performance.When person-organization fit is low,organizational commitment and job satisfaction fully mediate the relationship between organizational support and perceived organizational sustainability performance.Fourth,this study provides managerial implications and suggestions based on the results.The results show that managers should pay attention to the importance of perceived organizational support and person-organization fit.Specifically,managers should adopt Ex ante control in the recruitment process and try to select employees who are consistent with the organization’s values.Besides,managers should use in-process control to train current employees and enhance their recognition of organizational values and culture.In addition,managers should adopt different organizational support strategies to promote employees’ positive behavior and improve perceived organizational sustainability performance according to employees’ different person-organization fit.This study makes several contributions: firstly,this study used the meta-analysis method to integrate the previous consensus on the relationship between perceived organizational support and turnover intention and job performance,laying the foundation for systematically exploring the mechanism of perceived organizational support.Secondly,this study applied perceived organizational support and social exchange theory in the fitness industry,which contributes to the literature on perceived organizational support and social exchange theory.Thirdly,this study found the nonlinear effects of perceived organizational support on employees’ turnover intention and perceived organizational sustainability performance from the perspective of person-organization support,which fills in a gap for researchers to study the related theories of organizational support and provides a new research direction for researchers to study employee fitness program and perceived organizational support.Lastly,this study investigates the effects of perceived organizational support on perceived organizational sustainability performance,which enriches the relevant research on perceived organizational support from the perspective of firm-level outcomes.