The master's thesis explores the impact of perceived organizational support (POS) on employee satisfaction, job performance, and engagement in Slovenian companies. In contemporary human resource management, POS is a key factor that fosters motivation, reduces employee turnover, and enhances workplace effectiveness. The theoretical part of the thesis covers core concepts, including social exchange theory, the job demands-resources model, organizational justice theory, and the organizational commitment model. The empirical part is based on a quantitative analysis of data collected through an online questionnaire completed by 183 employees from various Slovenian companies and sectors. Three hypotheses were tested and all were statistically confirmed. Correlation and regression analyses revealed positive relationships between POS and job satisfaction, perceived employee performance, and perceptions of organizational practices. The findings confirm that high POS is significantly influenced by organizational strategies such as employee development, fair compensation, participation, and managerial support. The study identifies POS as an important protective factor in times of crisis, as it reduces stress and strengthens employee resilience. Practical implications relate to the implementation of systematic HR strategies that include regular feedback, transparent procedures, and competent leadership structures. Organizations that actively foster POS improve work climate and productivity and ensure long-term stability and adaptability. Despite some limitations, the study contributes to the theoretical understanding and practical development of a supportive work environment and provides a foundation for future research in domestic and international contexts.
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