PSYCHOLOGY MASTER'S THESIS ABSTRACT

Kim Howsden
Industrial/Organizational
May 1994

The Effects of Perceived Organizational Support, Perceived Employee-Organization Value Congruence,
and Work-Family Conflict on Organizational Commitment

    The increasing numbers of dual-worker couples has begun to impact organizations.  Data were collected from a sample of 94 employees from four organizations.  Results supported the hypotheses that there would be a positive relationship between (a) perceived organizational support and organizational commitment, value congruence and organization commitment and value congruence and perceived organizational support; and that there would be a negative relationship between (b) work-family conflict and organizational commitment, perceived organizational support, and value congruence.  Work-family conflict was found to have a moderating effect on the relationship between perceived organizational support and organizational commitment.  Structural modeling revealed both direct and indirect effects of work-family policies on work-family conflict, value congruence, perceived organizational support, and organization commitment.  Implications for further development of the social exchange model of commitment and further investigation of value congruency are discussed.

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