Relationship Between Organizational Commitment and Perceived Organizational Support, and Employee Retention of PAL Union Members

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.