Factors influencing employees' pro organizational attitudes

Organizational success and development are based on several factors which include both internal and external factors. The most important among which includes the internal factor which are the basic asset for an organization to gain success and align the workforces with the devised objectives. Human resources are the internal customers of the company; hence, they are the ones who should be facilitated the most. This study is basically a thoroughfare by which managers and directors might get to know the fundamental relationships that enhance pro organizational attitudes within the employees. The paper presents the ability and willingness of the employees to develop their capacities further with the financial and physical or moral support from the organization. Social Exchange Theory is the theoretical model that provides reasonable understanding for the complicated relationships between the said variables. The hypothesis being that if the employee perceives that the organization is backing him or her with all the possible ways it can, he or she is more likely to have pro organizational attitudes in a positive way; which in this study are Intention to Quit and Job Satisfaction. A quantitative approach, using survey questionnaire had been used with appropriately developed and tested scales and correlation and mediation analysis had been conducted. The results have shown that the relationship between PIED and Pro organizational attitudes is moderately correlated, and that Passion for Work does play a mediating role between the variables but is relatively weak