Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support

1986) suggests that employees ' perceptions of the organization's commitment to them (perceived organizational support, or POS) creates feelings of obligation to the employer, which enhances em-ployees ' work behavior. The authors addressed the question of whether POS or the more traditional commitment concepts of affective commitment (AC) and continuance commitment (CC) were better predictors of employee behavior (organizational citizenship and impression management). Partici-pants were 383 employees and their managers. Although results showed that both AC and POS were positively related to organizational citizenship and that CC was negatively related to organizational citizenship, POS was the best predictor. These findings support the social exchange view that POS creates feelings of obligation that contribute to citizenship behaviors. In addition, CC was unrelated, whereas AC and POS were positively correlated, with some impression management behaviors. Much literature has examined the notion of organizational commitment, and many conceptualizations and measures have been proposed and tested (Meyer & Allen, 1991; Mowday, Por-ter, & Steers, 1982). Meyer and Allen have extensively re-searched two types of commitment, called affective commit