Abstract:
This study aims to determine the relationship between organizational commitment
and perceived organizational support outsourced Philippine Airlines employees who are
members of the labor union, Philippine Airlines Employee’s Association (PALEA).
Moreover, this study aims to determine the relationship between their organizational
commitment and employee retention.
The researcher obtained respondents through simple random and probabilistic
sampling from the PALEA camp along NAIA Road. The instruments used Allen and
Meyer’s (1993) Three Component Model of Organizational Communication, Eisenberger
et al.’s (1985) Survey of Perceived Organizational Support (SPOS) and Survey of
Exchange Ideology, and four questions developed by Hunt, Osborn, and Martin (as cited
in Shore and Martin, 1989) to measure Employee Retention.
Contrary to most research made on organizational commitment, findings indicate
that there is no significant relationship between (a) organizational commitment and
perceived organizational support, (b) organizational commitment and exchange ideology
and (c) organizational commitment and employee retention. It was found, however, that
there exists a significant and direct relationship between perceived organizational support
and exchange ideology.
Union members are generally found to be more committed to their unions, as they
perceive the benefits and rewards from that end as outweighing than that of their
employing organization. However, this study failed to depict the correlation of
organization commitment and perceived organizational support, and employee retention
of already outsourced union members. Further studies must delve into qualitative studies
on why outsourced PAL union members are committed to PAL. Findings in this research
also suggest that more reliable measures of employee retention must be acquired.
