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organization. They also suggest that supervisor support eventually contributes in employee retention (Eisenberger & et al, 2002). The trend of temporary staff is increasing and organizations hire temporary staff to fulfill staff needs. It was argued by Wade-Benzoni that temporary staff has monetary relationship with organization but permanent staff has more relational relationship like commitment. Permanent staff is more interested in satisfying their job. But writer found contradictory results, his findings present not significant difference in temporary and permanent staff’s psychological contract (McDonald & Makin, 2000). Women have also actively participated in organizational working. A research conducted in USA shows that perceived organizational support for improvement of women are related to turnover intension. And this relationship is fully mediated through job satisfaction (Jawahar & Hemmasi, 2006). Another study examine the relationship between employee attitudes towards commitment were analyzed. They found stronger positive correlation between perceived supervisor support for training and organizational commitment (Bartlett, 2002). A research conducted in Chinese context shows that perceived supervisor support is positively related with affective commitment. But hypothesis related to association between perceived supervisor support and continuous commitment was not supported. The reason of this contradictory result is that Chinese have very different culture. They also proves affective commitment is negatively related with intention to leave organization (Newman, Thanacoody, & Hui, 2011). On the basis of literature we hypothesize as.

H2: perceived supervisor support has positive relationship with turnover intension

离职的意图---Turnover Intention:

Losing their highly qualified and trained employees is alarming situation for the organization. Pile of research is available on employee turnover and organizational commitment (Gamble & Huang, 2008; Chen & Francesco, 2003). Minimal turnover intension is an organizational performance outcome furthermore organizational commitment is highly correlated with organizational level outcomes (Shore & Martin, 1989) . Developing countries like Pakistan is facing lower employee retention in IT sector. Researcher enlightened three major reasons of turnover in particular sector is organizational commitment, job satisfaction and accessibility of new job opportunities. First two variables have positive but third variable have negative association with turnover intention (Rahman, Naqvi, & Ramay, 2008). Training causes emotional attachment with the organization by giving perception of employer’s care about his employees. Causal relationship between affective commitment and turnover is also available in literature (Newman, Thanacoody, & Hui, 2011; Cheng & Stockdale, 2003; Steers, 1977). These literature evidences lead us to the following hypothesis

H3: Affective commitment has negative relationship with employee turnover intention.