The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

Abstract
1. Introduction
2. Literature Review
    2.1. Concepts and Definition
    2.2. Hypotheses Development
3. Research Methods
    3.1. Research Sample
    3.2. Research Scale
4. Research Results
    4.1. Descriptive Statistics
    4.2. Results of Reliability of the Scales
    4.3. Results of EFA Analysis
    4.4. Hypotheses Test
5. Conclusion and Recommendations
    5.1. Conclusion
    5.2. Recommendations
    5.3. Limitations of the Study
References

• Nguyen Dinh HOA(Faculty of Labor Relations and Trade Unions, Ton Duc Thang University) Corresponding Author
• Pham Thi Hong NGAN(Faculty of Labor Relations and Trade Unions, Ton Duc Thang University)
• Nguyen Minh QUANG(Faculty of Labor Relations and Trade Unions, Ton Duc Thang University)
• Vu Ba THANH(Faculty of Labor Relations and Trade Unions, Ton Duc Thang University)
• Huynh Vo Thuc QUYEN(Faculty of Labor Relations and Trade Unions, Ton Duc Thang University)