The aim of this research was to investigate the relationships between perceived organization support with participation to decision-making, organizational citizenship behaviors, job scope, trust to supervisor, pay satisfaction, extra role behavior, job involvement, work involvement, promotion opportunity, internal motivation, supervision quality, tend to stay, job alternatives, intention to turnover, and satisfaction from supervisor and coworkers. The second aim of this research was extraction of direct and no direct relationships between perceived organizational supports with 17 research variables. To this end, 295 persons were randomly selected from one public sector organization. The instruments which used in this research were: Eisenberger et al.’s perceived organizational support, and 17 questionnaires for the assessment of research variables. The data were analyzed using Pearson’s correlation coefficient and path analysis.
The results showed that there are significant negative relationships between intention to turnover and job alternatives with perceived organizational supports and significant positive relationships between the remaining research variables at highest level for participation to decision making and at lowest level for internal motivation] with perceived organizational support. The results of path analysis showed that among the research variables, only participation to decision making, pay satisfaction, promotion opportunity, internal motivation, supervision quality and organizational trust showed significant direct relationships with perceived organizational support. In general, on the basis of path analysis, the model of direct and indirect paths was extracted for perceived organizational support.