Nowadays business life and private life are intertwined. It is obviously seen that a worker who feels secure and has a emotional tie with his/her job, has higher productivity.To have competitive advantage, importance to human factor for entreprises is getting more and more.Orgazitional support comes to forefront between employee and employer’s benefit relation.After releasing value of workers who are well satisfied and conscientious, these terms became more important and term of organizational support has beginned to be questioned. Even though it seems as a cost element, it is observed that as long as economic ,social and emotional supports of employees are analyzed correctly , productivity will be higher. The aim of this study is to compare the effects of perceived organizational support on job satisfaction and commitment to the organization in different sectors. Determining the differences of perceived organizational support, job satisfaction and organizational comitment according to demographic characteristics, and demonstrating the effect of organizational support perception on employees’ job satisfaction and organizational commitment, will guide managers to use scarce resources effectively and develop human resources policies accordingly. A scale was developed with the aim of measuring ‘the effects of organizational support on job satisfaction and organizational commitment’ by bringing together different scales that have been used in various related studies. As a result of the study it has been found that there is a positive, strong and statistically meaningful relationship between normative commitment, a sub-dimension of organizational commitment, and emotional support and social support, the sub-dimensions of perceived organizational support. It has also been found that the relationship between emotional support and social support, both sub-dimensions of perceived organizational support, is positive, strong and statistically meaningful. The relationship between emotional support and extrinsic satisfaction, a sub-dimension of job satisfaction, has also been found to be positive, strong and statistically meaningful. It has been found that the relationship between social support and extrinsic satisfaction, a sub-dimension of job satisfaction, is positive, strong and statistically meaningful. Intrinsic and extrinsic satisfactions, both sub-dimensions of job satisfaction, have also been found to have a positive, strong and statistically meaningful relationship.