Gaining employee's commitment to organization is still challenging and remaining as an issue in literature as well as in organizations. Following the issue, the study aimed to find the impact of perceived organizational support on dimensions of organizational commitment (affective, normative and continuance). The organizational context of the study was XYZ Company, Sri Lanka. The main category of the employees in apparel industry is the machine operators since they are directly involved with production process front end work force also highly involve with the production process. Since the front-end work force lies at the heart of the overall business process of the organization the study was conducted with relate to them. Data were collected through a standard and validated questionnaire survey. Data were collected through a standard and validated questionnaire survey. Organizational commitment measured by using Meyer and Allen's (1991) scale and measures of perceived organizational support was borrowed from (Eisenberger, Hungtington, Hutchison & Sowa, 1986). Data were analyzed by using a multiple regression method. Confirming the previous findings, the current study reveals that the organizational commitment is one of the most important phenomenon for the organization to be succeed and perceived organizational support positively impact on organizational commitment. This study makes a novel contribution to D SBU in XYZ Company who want to keep and encourage their employees to work in the organization.
Affective organizational commitment, Continuance organizational commitment, Normative organizational commitment, Perceived organizational support
