Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

中文翻译：

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感知的组织支持，替代性工作机会，组织承诺，工作满意度和离职意向：中介调节模型

摘要背景和目的：本文测试了一种结构模型，该模型检查了组织承诺在感知的组织支持，感知的替代性工作机会和离职意向之间的中介作用，以及工作满意度对拟议关系的调节作用。方法：采用便利抽样技术，对约旦的中小型企业（SME）进行了自我管理的调查。使用基于当代方差的结构方程模型（PLS-SEM）软件SmartPLS v3分析获得的数据（n = 270）。结果：研究发现，组织承诺在组织支持与离职意图，替代工作机会与离职意图之间起到中介作用。此外，工作满意度并未缓和组织支持，感知的替代工作机会和组织承诺之间的联系。结论：本研究是第一个显示组织承诺在感知的组织支持，感知的替代性工作机会和离职意向之间的中介机制的研究。在指出潜在的未来研究方向之前，先提出理论和实践意义，这些方向基于本研究中主张的基于证据的立场。感知另类工作机会和离职意图。在指出潜在的未来研究方向之前，先提出理论和实践意义，这些方向基于本研究中主张的基于证据的立场。感知另类工作机会和离职意图。在指出潜在的未来研究方向之前，先提出理论和实践意义，这些方向基于本研究中主张的基于证据的立场。