The Effect of Perceived Organizational Support and Psychological Contract on Employee Job Satisfaction & Turnover Intention

Abstract

The research paper aims to study a systematic and a holistic approach towards perceived organizational support and its effect on employee satisfaction in an organization. It also tries to highlight the importance of psychological contract between the employer and employee. Psychological contract being mutual expectations and obligation arising out of way an organization conduct itself with the employee or expected to conduct. This develops a level of perception among employee towards organization. Positive perception referring to the fulfillment of expectation and negative refers to violation, this perception lead to satisfaction or otherwise among employees and decides upon their future course of action. The study explores the interrelation between the perceived organizational support extended to the employee ant its effect on employee satisfaction by understanding the terms of psychological contract. The study found that organizations need to promote policies and practices which help build positive employee perception by extending organizational support and fulfillment of psychological contract. This will have significant effect on employee job satisfaction and employee turnover intention.

Keywords: Employee Job Satisfaction, Employee Turnover Intention Psychological Contract Fulfillment, Perceived Organizational Support