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HR Practices and POS (Perceived Organizational Support)

HR Practices  and POS (Perceived Organizational Support)

Dr.Umut KÖKSAL
Founder, UK Training& Consulting

It has been more than 3 years since I have written my phd.thesis about HRM and intention to leave: The moderating and mediating roles of professional commitment and perceived organizational support.

I have had a chance to lead many global and local projects in HRM since then. In this article,I will try to discuss the relationship of employees' intention to leave and perceived organizational support, that I believe as the two crucial determinants of employee turnover. 

It has been suggested that intentions should be described as the most critical and important determinants of actual behavior.

Intention to leave is individual's estimation which is subjective and it is related with the probability of leaving an organization in the near future. It is such a process of consciousness and symbolization of a deliberate desire to not to stay with the organization with a short-term orientation.

As a concept it  is about the employee's perception,rather than a behavior and it should provide a link between employee's job satisfaction's attitudinal component and employee turnover's behavioral component.
For the turnover decision and employees' intention to leave relationship, it can be indicated that turnover decision of an employee can be affected in two ways by employees'intention to leave.

First of all, although there are no other alternative job opportunities, there may be direct relation-a direct lead. Second, there may be an indirect lead, this may happen by leading the employee to look for new job alternatives. In order to this, the organization and employee formal relation is ended with the result in the likelihood of terminating the contract.

 Positioning of Companies' HR Department also has an important role in employees' intention to leave and perceived organizational support relationship. The internal marketing of HR Department, assertive behaviors of HR Department-director,manager,hr specialists-….These are all factors that need to be examined in order to analyze intention to leave and employees' perceived organizational support.

As one of two concepts of this article, POS,in other words, employees perceived organization can be defined as the  support receipt from employer by employee to help them in achieving a required task in an effective manner.

It's also employees' perception about his/her organization(company) and this perception shows the degree about how much organization values,gives importance to the employees' contributions to the company and careness about employees' well-being. 

POS  responds to important and social emotional needs of the employee.

HR Department of the company is the architect of sustaining perceived organizational support. Supervisory support, Owner support, Top Management support, Colleague support, Internal customer support and so on…
As a concept, Perceived Organizational Support acts as the motive of the perception of employees' about organizations' recognizing and rewarding high employee performance. 

By formulating POS increasing practices, HR Department may become the star of employee satisfaction and loyalty. According to findings from researches, even in a booming economy, when an employee perceives that his/her organization has acted in a positive manner toward him/her, he or she shows commitment and tends to stay with the organization, in other, lessen his/her intention to leave the organization.

On the contrary, if employee feels that his/her organization has acted in a negative manner toward him/her, he or she is more likely to leave the organization.

Power and the position,in other words, HR Department's perception for organization's employees', suppliers and customers, has direct effect on employee intentions and perceptions of stay or quit.

With the help of HR Department, company may design and implement many forms of actions in a positive manner toward its employees-internal and other-, these forms may ease the positive mutual exchange of employees in the company. Moreover, the bridge between Perceived Organizational Support and POS can help to design options for executives,supervisors to act in the positive manner and implement strategies,tactics and procedures to bring sustainability for real talent management practices and ‘'star employee''s commitment. 

By implementing new HR practices,procedures, company's top management gives messages to it's employees. This message is the message of  giving value to their contributions. With the message, employees' are valued as long-term assets and the message act as the symbol of investment done by company for their customers directed towards their well-being. Employee's supervisor is the one who control the administration and allocation of resources,discretionary motives,rewards and also support.

For this reason, the relationship between employee and supervisor is very crucial in fostering POS of employee.

At last, it has been emphasized that if the employees perceive that the organization implements HRM practices that will help his/her well-being, he or she will have tendency to stay with the organization. 

Main Reference
Umut KÖKSAL, Human resources management practices and intention to leave : The moderating and mediating roles of professional commitment and perceived organizational support,Doktora Tezi, Yeditepe Üniversitesi

 

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