In this master’s thesis, we examined the impact of perceived organizational support, job satisfaction, and the extent of working from home on employees’ affective organizational commitment. We were interested in how these factors relate to one another in the context of increasingly common flexible work arrangements, especially those that have expanded since the COVID-19 pandemic. Affective commitment, which reflects an individual’s emotional attachment to the organization, is associated with behaviors such as greater engagement, willingness to contribute to organizational goals, and lower employee turnover. Given its importance for organizational success, our study aimed to identify which factors best predict affective commitment. We conducted the research using an online survey completed by 302 respondents. Through exploratory factor analysis, we identified the core dimensions of perceived organizational support and job satisfaction. Regression analysis showed that both constructs significantly predict affective organizational commitment. In contrast, the extent of working from home was found to be significantly negatively associated with affective commitment, highlighting the limitations of fully remote work arrangements. Our findings suggest that maintaining employees’ affective commitment requires continued investment in a supportive work environment, effective leadership, and a positive work experience – regardless of the work arrangement.
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