Abstract

This study investigates the role played by organisational commitment in the relationship between perceived organisational support and turnover intentions. The study sample comprised 297 postgraduate students at Uganda Management Institute employed in private, public and NGO sectors in Uganda. Mediated regression and path analysis were used to test the direct and mediated relationships among the variables. Results highlight significant relationships between (a) perceived organisational support and organisational commitment, (b) organisational commitment and turnover intentions, (c) perceived organisational support and turnover intentions. Results reveal that whereas support is positively related to organisational commitment, both organisational commitment and support are negatively associated with turnover intentions. The results provide evidence that organisational commitment has a significant mediating effect on the relationship between perceived organisational support and turnover intentions. Managerial implications of the findings are highlighted.

Key words: Perceived organisational support, organisational commitment, turnover intentions, turnover.