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The purpose of this study is to investigate the impact of organisational socialisation tactics, namely, context-based, content-based and social-based tactics, on affective commitment by the mediating role of perceived organisational support.

A quantitative study was conducted using a judgmental sample of 119 newcomers with one-year experience or less in Jordanian small and medium-sized enterprises. The collected data were analysed using bootstrapped procedure by the partial least squares-structural equation modelling.

The empirical results show that perceived organisational support plays a crucial role in mediating the relationships between socialisation tactics and affective commitment. Specifically, both social-based tactics and content-based tactics have a significant indirect effect on affective commitment through perceived organisational support. However, context-based tactics do not directly or indirectly influence affective commitment or perceived organisational support significantly.

To the best of the authors’ knowledge, this study is among the first studies in the Jordanian context that investigate the relationship between organisational socialisation and affective commitment by the mediating role of perceived organisational support, thus adding originality to the existing literature. Furthermore, this study contributes to the scholarly debate on the relationship between socialisation and outcomes.

The current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee turnover intention.

Structural equation modeling analysis was conducted on a sample of 288 responses from employees working in different organizations and diverse industries in Morocco.

The findings revealed that internal marketing positively affected employee job satisfaction and affective commitment and negatively affected employee turnover intention.

The current investigation extends our understanding of the effects of internal marketing practices, especially training and rewards, on an emerging country context and contributes to the organizational behavior and management field. The results may be of interest to organizations and managers who should consider the importance of internal marketing in enhancing job satisfaction, affective commitment and decreasing employee turnover intention.

The current study is the first of its kind to investigate the impact of internal marketing practices on job satisfaction, affective commitment and employee turnover intention in Morocco.