The Role of Perceived Organizational Support in Organizational Gommitment with the Mediation Role of Mental health

According to social exchange theory, when people benefit from the other’s activities and actions, they committed themselves to compensate and show the interaction. According to the reciprocal give and take norm in social exchanges, when employees perceive a high level of organizational support, were more likely to compensate the organizational support with positive attitudes and favorite work behaviors (Doaei and Borjalipoor, 2010). Research results have shown that the most important consequence of organizational support is an increase of employee commitment; and at the same regard, Riegel (2009) also suggests that organizations are investing considerable resources in the area of perceived organizational support. Organizational commitment is considered as emotional and psychological dependence to the organization (Mousavi, 2013). In general, organizational commitment has led to the desired results, such as higher performance, lower turnover and absenteeism. On the other hand, mental health of staff is a decisive factor in increasing the productivity of workforce and provides better and more effective service by any organization. High mental health in people increases their life expectancy and to perform the functions delegated, it creates a positive incentive in them. Municipalities are considered as the most important and prolific public organizations which formed with the main objective of providing urban facilities and welfare of citizens. Municipal employees who are main organizational capital and have direct communication with clients and citizens have a vital role in determining the quality of organization's performance. Loyalty and organizational commitment, perceived organizational support and mental health are among the components that play a role in organizational performance evaluation. So, this research aimed to answer this question “Does mental health have the mediator role in relationship between perceived organizational support and employees’ organizational commitment?”