This study examined the relationships between perceived organizational support and job satisfaction in the Public Service Commission in Sierra Leone.

The purpose of this study is to find the correlation and the mediating roles of perceived organizational support on job satisfaction. Perceived organizational support as an intervening variable that also explains the direct relationship between organizational support and job satisfaction. Organizational support has a direct relationship on Perceived organizational support (caring, forgiving, helping, providing opportunities and considering goals and values of employees) and then, Perceived organizational support has a direct relationship on job satisfaction.

A case study research design was used to achieve the objective of the research. Quantitative technique and the bounded case research study sample were used. The main variables in the study were used to design a questionnaire in collecting the data; using a sample of 25 out of 27 employees at the Public Service Commission in Sierra Leone which happens to be the staff population. This commission was selected because of the pivotal role it plays in employer -employee relations as a coordinating and supervisory body. As pacesetters it is necessary to know what is happening within their operative, managerial and advisory HR functions from the lens of these variables.

The research questions focused on employees at the public service commission and surveyed via a well-structured questionnaire to collect the data. The results of data analysis show that perceived organizational support (POS) has a positive and significant effect on job satisfaction of employees at the Public Service Commission. Based on the results that were obtained, the study deduced implications for both theory and practice and practical implications on how public sector leaders can reduce turnover and increase employee performance; to reduce costs and improve organizational performance. Managers must understand that every employee has different necessities and expectations which need to be fulfilled; which implies that they should provide support to their employees, including motivated working conditions, which will resultantly enhance job satisfaction. Significant practical recommendations of the results of the study will be disseminated throughout via electronic social and academic platforms, thereby encouraging public management practices that identify key human resource personnels that will establish a chain of influence (organizational support) to foster job satisfaction.