Advocacy versus depart: How perceived organizational support influences employee well-being and shapes their intentions

This study investigates the influence of perceived organizational support (POS) on employees' intentions torecommend their employer or leave the organization. Based on social exchange theory, it explores how POSaffects employee well-being and shapes behaviors such as loyalty and advocacy. An online survey gathereddata from 604 French employees across various sectors, analyzing variables like POS, positive and negativewell-being, and intentions to leave or recommend the employer. Structural equation modeling was used toexamine the relationships among these variables and to test the mediating role of well-being. Results showthat POS positively influences employee well-being. High POS is associated with improved positive well-being, which decreases the intention to leave and increases the intention to recommend. Similarly, reducednegative well-being linked to high POS lowers the desire to leave and lessens negative effects on recom-mendation intentions. The study confirms the mediating role of well-being between POS and employeeintentions. The study provides new insights into the impact of POS on employee intentions by highlightingthe pathways of positive and negative well-being. For human resource practices, strengthening POS is essen-tial to boost employee retention and encourage positive behaviors, thereby enhancing the organization'sreputation and attractiveness.