In this study, the relationship between perceived organizational support that refers to the expectation and beliefs which the organization supports the employee and that his or her efforts for the organization will be recognized and appreciated, with job induced tension and life satisfaction was investigated. The model and the hypothesis of the study were formed by utilizing organizational support. For the perceived organizational support scale used in the study, the shorter version of the scale, which was developed by Eisenberger, et al (1986) with eight statements was used. For this version, the study prepared by Dolma and Dolma (2018) in which measurement equivalence/measurement invariance was tested regarding online/web-based and paper-pencil was utilized. For job induced tension, a six-item unidimensional scale developed by House and Rizzo (1972), for life satisfaction, a five-item unidimensional scale developed by Diener, et al (1985) was used. In the data-gathering phase of the study, a survey was conducted with the voluntary support of a company that provides training and counseling services in Istanbul to the participants who attended face-to-face training in this company. The participants consisted of white-collar employees working in 17 organizations that operate in the sectors of plastic pipe, electronics, software, textile, and cosmetics in Istanbul. The total number of attendees giving answers to the survey is 287. For descriptive statistics of the collected data IBM SPSS software was used, and for model testing and full structural equation modeling AMOS software was used. Based on the results of the analyses, it was observed that the model was compatible with the data and perceived organizational support had a negative effect on job induced tension but a positive effect on life satisfaction.