Organizational support, satisfaction and commitment survey

Organizational commitment is a familiar outcome variable in human resource management theses. This template uses the OCQ of Mowday, Steers and Porter (1979), a scale published in the paper itself and usable for academic research.

Research model

Suggested model, based on organizational support theory and the review by Rhoades and Eisenberger (2002): organizational support raises job satisfaction and organizational commitment; job satisfaction raises organizational commitment.

• Perceived Organizational Support → Overall Job Satisfaction (positive)
• Perceived Organizational Support → Organizational Commitment (positive)
• Overall Job Satisfaction → Organizational Commitment (positive)

Questionnaire items

Original English wording. Answered on a 5-point Likert scale (1 = Strongly disagree … 5 = Strongly agree) unless the scale page says otherwise; (R) marks a reverse-coded item.

Perceived Organizational Support (POS) · Perceived organizational support

Code	Item
POS1	The organization values my contribution to its well-being.
POS2 (R)	If the organization could hire someone to replace me at a lower salary it would do so.
POS3 (R)	The organization fails to appreciate any extra effort from me.
POS4	The organization strongly considers my goals and values.
POS5 (R)	The organization would ignore any complaint from me.
POS6 (R)	The organization disregards my best interests when it makes decisions that affect me.
POS7	Help is available from the organization when I have a problem.
POS8	The organization really cares about my well-being.
POS9 (R)	Even if I did the best job possible, the organization would fail to notice.
POS10	The organization is willing to help me when I need a special favor.
POS11	The organization cares about my general satisfaction at work.
POS12 (R)	If given the opportunity, the organization would take advantage of me.
POS13 (R)	The organization shows very little concern for me.
POS14	The organization cares about my opinions.
POS15	The organization takes pride in my accomplishments at work.
POS16	The organization tries to make my job as interesting as possible.

Source: Eisenberger, Huntington, Hutchison & Sowa (1986). See Perceived organizational support.

Overall Job Satisfaction (JS) · Overall job satisfaction (MOAQ)

Code	Item
JS1	All in all, I am satisfied with my job.
JS2 (R)	In general, I don't like my job.
JS3	In general, I like working here.

Source: Cammann, Fichman, Jenkins & Klesh (1979). See Overall job satisfaction (MOAQ).

Organizational Commitment (OC) · Organizational commitment (OCQ)

Code	Item
OC1	I am willing to put in a great deal of effort beyond that normally expected in order to help this organization be successful.
OC2	I talk up this organization to my friends as a great organization to work for.
OC3 (R)	I feel very little loyalty to this organization.
OC4	I would accept almost any type of job assignment in order to keep working for this organization.
OC5	I find that my values and the organization's values are very similar.
OC6	I am proud to tell others that I am part of this organization.
OC7 (R)	I could just as well be working for a different organization as long as the type of work was similar.
OC8	This organization really inspires the very best in me in the way of job performance.
OC9 (R)	It would take very little change in my present circumstances to cause me to leave this organization.
OC10	I am extremely glad that I chose this organization to work for over others I was considering at the time I joined.
OC11 (R)	There's not too much to be gained by sticking with this organization indefinitely.
OC12 (R)	Often, I find it difficult to agree with this organization's policies on important matters relating to its employees.
OC13	I really care about the fate of this organization.
OC14	For me this is the best of all possible organizations for which to work.
OC15 (R)	Deciding to work for this organization was a definite mistake on my part.

Source: Mowday, Steers & Porter (1979). See Organizational commitment (OCQ).

Tips

• OCQ and POS both contain many reverse-keyed items; check the coding before running reliability analysis.
• The three-component TCM of Meyer and Allen is distributed with its own terms of use; if you want to use TCM, read and register for a license following the publisher's instructions. The OCQ is published in full in the original paper.
• The questionnaire is fairly long (34 measurement items); consider response time when surveying employees during work hours.

Work out the minimum sample size for this model; once the data are in, clean the responses and run the survey data analysis for your results chapter.

Studies that used this model

• Nguyen, Le, Trieu, Huynh and Tran (2022). Determinants of turnover intention: The case of public servants in Vietnam. Problems and Perspectives in Management, 20(2), 149–160. Sample: 300 civil servants; SEM (AMOS); includes POS, job satisfaction, commitment and turnover intention. Reliability: CR 0.788-0.865 (Table 2).
• Nguyen, Bui, To and Nguyen (2025). Predictors of Employees' Organizational Commitment: The Moderating Effect of Supervisor Accessibility in Ho Chi Minh City's Travel Agencies. SAGE Open, 15(2), 21582440251340761. Sample: 418 travel agency employees in Ho Chi Minh City; SEM; POS and job satisfaction lead to commitment. Reliability: .
• Nguyen, Tran, Vu and Le (2020). An Empirical Study of Affective Commitment: the Case of Machinery Enterprises in Hochiminh City. Organizations and Markets in Emerging Economies, 11(22), 429–455. Sample: 220 employees of mechanical engineering firms; 17-item POS of Eisenberger et al. (1986) leads to affective commitment. Reliability: α 0.810-0.927; CR 0.812-0.924 (Tables 2 and 4).

Collecting responses

If your own network cannot reach the target respondents, you can pay for verified responses through Genius Data (referral link, we may earn a commission), paying only for approved responses.