Abstract
References
- Aiken, L.S. and West, S.G. (1991), Multiple Regression: Testing and Interpreting Interactions, Sage Publications, Thousand Oaks, California, CA.
- Anderson, N. and Schalk, R. (1998), The psychological contract in retrospect and prospect, Journal of Organizational Behavior, Vol. 19, Special Issue, pp. 637-647.
- Argyris C. (1960), Understanding Organizational Behavior, Dorsey Press, Homewood.
- Aselage, J. and Eisenberger, R. (2003), Perceived organizational support and psychological contracts: A theoretical integration, Journal of Organizational Behavior, Vol. 24, No. 5, pp. 49150
- Bal, P.M., Chiaburu, D.S. and Jansen, P.G. W. (2010), Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?, Journal of Managerial Psychology, Vol. 25, No. 3, pp. 252-273.
- Baron, R.M. and Kenny, D. A. (1986), The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of Personality and Social Psychology, Vol. 51, No. 6, pp. 1173-1182.
- Blau, P.M. (1964), Exchange and Power in Social Life, Transaction Publishers, New Brunswick.
- Cammann, C., Fichman, M., Jenkins, G.D. and Klesh, J. R. (1983), The michigan organizational assessment survey: Conceptualization and instrumentation, in Seashore, S.E., Lawler, E.E., Mirvis, P.H. and Cammann C. (Ed.), Assessing Organizational Change: A Guide to Methods, Measures and Practices, Wiley Interstice, New York, NY.
- Cassar, V. and Briner, R. B. (2011), The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation, Journal of Vocational Behavior, Vol. 78, No. 2, pp. 283-289.
- Conway, N. and Briner, R.B. (2005), Understanding Psychological Contracts at Work: A Critical Evaluation of Theory and Research, Oxford University Press, New York, NY.
- Conway, N. and Coyle-Shapiro, J. A-M. (2012), The reciprocal relationship between psychological contract fulfillment and employee performance and the moderating role of perceived organizational support and tenure, Journal of Occupational and Organizational Psychology, Vol. 85, No. 2, pp. 1-23.
- Coyle-Shapiro, J. A-M. and Kessler, I. (2002), Exploring reciprocity through the lens of the psychological contract: Employee and employer perspective, European Journal of Work and Organizational Psychology, Vol. 11, No. 1, pp. 69-86.
- Coyle-Shapiro, J. A-M. and Conway, N. (2005), Exchange relationships: examining psychological contracts and perceived organizational support, Journal of Applied Psychology, Vol. 90, No. 4, pp. 774-7
- Dulac, T., Coyle-Shapiro, J.A-M., Henderson, D.J. and Wayne, S. J. (2008), Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations, Academy of Management Journal, Vol. 51, No. 6, pp. 1079-1098.
- Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), Perceived organizational support, Journal of Applied Psychology, Vol. 71, No. 3, pp. 500-507.
- Eisenberger, R., Curnmings, J., Armeli, S. and Lynch, P. (1997), Perceived organizational support, discretionary treatment, and job satisfaction, Journal of Applied Psychology, Vol 82, No 5, pp. 812-8
Direct and Indirect Effects of Psychological Contract Breach on Academicians’ Turnover Intention in Turkey
Abstract
This study aims to investigate the assumed direct and indirect relationships between psychological contract breach and turnover intention through psychological contract violation and perceived organizational support. Data for the sample was collected from 570 academicians from a variety of universities in Turkey. Hierarchical regression analyses were conducted to test the hypotheses. The results show that psychological contract breach was positively related to turnover intention and psychological contract violation mediates the relationship between psychological contract breach and turnover intention. Moreover, perceived organizational support moderates the relationship between psychological contract breach and turnover intention, and relationship between psychological contract breach and psychological contract violation. By examining the relationship between psychological contract breach, psychological contract violation, perceived organizational support and turnover intention, this study allows university managers to predict why psychological contract breach results in increased turnover intention and provides some clues on how university organizations can deal with the damaging effects of psychological contract breach.
References
- Aiken, L.S. and West, S.G. (1991), Multiple Regression: Testing and Interpreting Interactions, Sage Publications, Thousand Oaks, California, CA.
- Anderson, N. and Schalk, R. (1998), The psychological contract in retrospect and prospect, Journal of Organizational Behavior, Vol. 19, Special Issue, pp. 637-647.
- Argyris C. (1960), Understanding Organizational Behavior, Dorsey Press, Homewood.
- Aselage, J. and Eisenberger, R. (2003), Perceived organizational support and psychological contracts: A theoretical integration, Journal of Organizational Behavior, Vol. 24, No. 5, pp. 49150
- Bal, P.M., Chiaburu, D.S. and Jansen, P.G. W. (2010), Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?, Journal of Managerial Psychology, Vol. 25, No. 3, pp. 252-273.
- Baron, R.M. and Kenny, D. A. (1986), The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of Personality and Social Psychology, Vol. 51, No. 6, pp. 1173-1182.
- Blau, P.M. (1964), Exchange and Power in Social Life, Transaction Publishers, New Brunswick.
- Cammann, C., Fichman, M., Jenkins, G.D. and Klesh, J. R. (1983), The michigan organizational assessment survey: Conceptualization and instrumentation, in Seashore, S.E., Lawler, E.E., Mirvis, P.H. and Cammann C. (Ed.), Assessing Organizational Change: A Guide to Methods, Measures and Practices, Wiley Interstice, New York, NY.
- Cassar, V. and Briner, R. B. (2011), The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation, Journal of Vocational Behavior, Vol. 78, No. 2, pp. 283-289.
- Conway, N. and Briner, R.B. (2005), Understanding Psychological Contracts at Work: A Critical Evaluation of Theory and Research, Oxford University Press, New York, NY.
- Conway, N. and Coyle-Shapiro, J. A-M. (2012), The reciprocal relationship between psychological contract fulfillment and employee performance and the moderating role of perceived organizational support and tenure, Journal of Occupational and Organizational Psychology, Vol. 85, No. 2, pp. 1-23.
- Coyle-Shapiro, J. A-M. and Kessler, I. (2002), Exploring reciprocity through the lens of the psychological contract: Employee and employer perspective, European Journal of Work and Organizational Psychology, Vol. 11, No. 1, pp. 69-86.
- Coyle-Shapiro, J. A-M. and Conway, N. (2005), Exchange relationships: examining psychological contracts and perceived organizational support, Journal of Applied Psychology, Vol. 90, No. 4, pp. 774-7
- Dulac, T., Coyle-Shapiro, J.A-M., Henderson, D.J. and Wayne, S. J. (2008), Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations, Academy of Management Journal, Vol. 51, No. 6, pp. 1079-1098.
- Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), Perceived organizational support, Journal of Applied Psychology, Vol. 71, No. 3, pp. 500-507.
- Eisenberger, R., Curnmings, J., Armeli, S. and Lynch, P. (1997), Perceived organizational support, discretionary treatment, and job satisfaction, Journal of Applied Psychology, Vol 82, No 5, pp. 812-8
Details
| Journal Section | Articles |
|---|---|
| Authors | |
| Publication Date | December 1, 2013 |
| Published in Issue | Year 2013 Volume: 2 Issue: 4 |
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