A study to determine the impact of perceived organizational support on organizational alienation

The purpose of this study is aimed to determine the effect of perceived organizational support on organizational alienation. Occupations, which have become an important resource for organizations in today's conditions, may experience a decrease in their performance if they feel they are not supported and this situation can jeopardize the continuity of the organization. For this reason, it is important to determine the effect of perceived organizational support on organizational alienation, to increase the satisfaction and performance of the occupants, and to the continuity of the assets of the organizations. In this study, a comprehensive literature search was carried out and the theoretical information about perceived organizational support and organizational alienation concepts was given. In the first part of the study, the definition of the concept of organizational support, theoretical foundations, the basic factors affecting the results, and the studies that have been done are discussed. In the second part, the definition of alienation, the definition, dimensions, causes, consequences, interventions and workings of organizational alienation are discussed. In the third and final section, the application part to determine the relationship between perceived organizational support and organizational alienation is discussed. The application part of the work was realized with the participation of 186 occupations in the call center of two companies operating in the technology and white goods area in Manisa province. The relationship between variables in the study was determined by correlation and regression analyzes. As a result of the analyzes made, there was a significant negative relationship between perceived organizational support, organizational alienation and dimensions of weakness, meaninglessness, irregularity, isolation and self - alienation. Keywords: Perceived Organizational Support, Organizational Alienation.