INVESTIGATING THE INTERPLAY OF WORKING POVERTY IN SHAPING THE CONNECTION BETWEEN ORGANIZATIONAL SUPPORT AND EMPLOYEE COMMITMENT: NOVEL RESEARCH DIRECTIONS

Abstract

Background: This research addresses a critical gap in existing literature by examining the relationships between perceived organizational support, leader/member relationship quality, social solidarity, job satisfaction, and affective organizational commitment within an Asian context. While numerous studies in Western contexts emphasize the importance of these factors, their interplay in an Asian setting remains understudied  The study focuses on affective commitment and job satisfaction as crucial predictors of well-being and turnover. Job satisfaction involves evaluating professional activity by comparing various facets of training with internal or external standards. Affective commitment entails emotional attachment, identification, and corporate involvement, focusing on positive feelings and loyalty towards the organization. Social exchange theory, often applied to explain relationships between organizational support, job satisfaction, and affective commitment, posits that workers anticipate rewards for their investments in social exchange relationships. While this theory has been extensively tested in Western contexts, its applicability in an Asian setting remains understudied