INTRODUCTION Employees develop a general perception regarding the extent to which the organization values ​​their contributions and cares about their well-being. Employees would view the treatment they receive from their organization as an indication that it favors or disfavors them (Stinglhamber, Vandenberghe). The role of perceived organizational support and HR support practices of hourly (non-exempt) retail HR employees may be related to low employee satisfaction and loyalty. The inferences from this study for HR leaders and their organizations are significant because a lack of perceived organizational support can lead to poor employee satisfaction and loyalty, thus adding costly effects on negative employee morale and turnover. Employee turnover represents a practical problem for an organization in terms of talent loss and additional recruitment and training costs. Only a few studies have explored the effects on intention to leave (e.g. Daily & Kirk 1992). Therefore, the process underlying organizational perception leading to employee turnover remains largely unknown. I will not take sex, age, or race into consideration in this study. I will not take individual employee titles into consideration. I will not study samples of more than 60 people. I will not divide non-exempt HR employees into individual HR departments. Definition of Terms1. Perceived organizational support (POS): employee perceptions regarding the organization.2. Employee loyalty: trust and intention to maintain employment with the employer/organization3. Valence: the emotional orientations that people have towards results (rewards)4. Expectation: Employees have different levels of expectations and levels of confidence about what they are capable of doing.5. Instrumentality: A person's belief that a particular outcome depends on achieving a specific level of performance. LITERATURE REVIEW With the general knowledge of the importance of employees to an organization, it is understandable that employee perception cannot be overlooked. The role of non-exempt HR employees on an hourly basis is vital to the success of the HR department. Therefore sustaining a positive POS is essential for the HR organization. Victor Vroom's expectancy theory deals with motivation and management. Vroom's expectancy theory is based on valence, expectancy, and instrumentality. (Kreitner) According to Vroom, management must discover employee values, training needs, supervision and ensure that reward promises are kept. All of these things will lead to employee satisfaction and loyalty. When evaluating social exchange theory, which states that relationships have a give and take, although the balance of this exchange is not always equal.