The effect of perceived supervisor support and trust in supervisor on organizational commitment: An empirical research

The study aims to identfy the effects of perceived supervisor support and trust in supervisor on organizational commitment. In this model the relationships between perceived supervisor support and organizational commitment, trust in supervisor and organizational commitment are examined. Another purpose of this study was to test whether there was a significiant difference between the variables of the study and demographic variables such as age, position and working time. The sample of the study consists of 316 people who are accessed from private and publıc bank employees in Istanbul and Adana. The data is obtained through survey method. The survey form consists of statements gathered together to measure organizational commitment; trust in supervisor and perceived supervisor support and a personal information form that includes the demographic characteristics of the participants. The data obtained from the survey were analyzed using SPSS 25 package program. In order to accomplish study's results, descriptives analysis, normality test, exploratoy factor analysis, Anova tests and regression analysis were used. Obtained analysis results appear to support the two hypotheses which the effect between the dependent and independent variables of the research. According to results, trust in supervisor and perceived supervisor support had a positive and significiant effect on organizational commitment. In addition, Anova tests were also performed to determine whether bank employees' perceptions of organizational commitment, trust in supervisor and supervisor support differ according to age, position and working time variables. According to anova test results, a significant and positive difference between age and organizational commitment was determined. There was no significant difference between perceived supervisor support, trust in supervisor and age. While the position showed a significant difference on perceived supervisor support, there was no difference between organizational commitment and trust in supervisor. It was determined that there was a significant difference between the working time and all variables.