A Study on Perceived Organizational Support as a Moderator: How Hybrid Work Environments Drive Organizational Commitment Among IT Professionals

Abstract

The rapid adoption of hybrid work models has transformed organizational practices, particularly in the information technology (IT) sector. While hybrid work environments provide flexibility, autonomy, and improved work–life balance, their effectiveness largely depends on the level of organizational support perceived by employees. The present study examines the impact of the Hybrid Work Environment (HWE) on Organizational Commitment (OC) and investigates the moderating role of Perceived Organizational Support (POS) among IT professionals. A quantitative research design was adopted using a structured questionnaire administered to 300 IT professionals working in hybrid work settings. Descriptive statistics and moderation analysis were employed to analyze the collected data. The findings revealed that employees reported positive perceptions of a hybrid work environment (M = 4.12, SD = 0.58), perceived organizational support (M = 4.08, SD = 0.61), and organizational commitment (M = 4.15, SD = 0.55). The moderation analysis indicated that Hybrid Work Environment significantly influenced Organizational Commitment (β = 0.49, p < 0.001), while Perceived Organizational Support also had a significant positive effect (β = 0.34, p < 0.001). Furthermore, the interaction between Hybrid Work Environment and Perceived Organizational Support was statistically significant (β = 0.18, p < 0.001), confirming that organizational support strengthens the relationship between hybrid work practices and employee commitment. The model explained 63% of the variance in organizational commitment (R² = 0.63). The study concludes that organizations should complement hybrid work policies with supportive organizational practices to enhance employee commitment and long-term organizational effectiveness.