Leader-member exchange and turnover intention among collegiate student-athletes: the mediating role of psychological empowerment and the moderating role of psychological contract breach in competitive team sport environments

This study evaluates employees’ responses (turnover intention and counterproductive work behavior) to different forms of psychological contract breach (relational and transactional), and the mediating role of organizational cynicism between employees’ responses and psychological contract breach. This study used a time lag technique for data collection from 411 bank employees in Pakistan. PLS-SEM and SmartPls software were applied for data analyses. The findings show that relational psychological contract breach has no significant impact on turnover intention but transactional psychological contract breach has a significant impact on turnover intention. However, counterproductive work behavior has a significant association with both forms of psychological contract breach (relational and transactional). Organizational cynicism significantly mediates the relation of relational psychological contract breach and turnover intention, but fails to mediate the relation between transactional psychological contract breach and turnover intention. Contrary to this, organizational cynicism partially mediates the relation between psychological contract breach (relational and transactional) and counterproductive work behavior. The implications and future directions are discussed in the last section of this study.

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Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

International Journal of Sports Science & Coaching ◽

10.1177/1747954119848420 ◽

2019 ◽

Vol 14 (3) ◽

pp. 273-284 ◽

Cited By ~ 1

Author(s):

Gonzalo A Bravo ◽

Doyeon Won ◽

Weisheng Chiu

Keyword(s):

Job Satisfaction ◽

Psychological Contract ◽

Turnover Intention ◽

Affective Commitment ◽

National Collegiate Athletic Association ◽

Positive Influence ◽

Psychological Contract Breach ◽

Contract Breach ◽

Moderating Role

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

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Psychological Contract Breach and Organizational Deviance Behaviour: Mediating Role of Professional Commitment

Nepal Journal of Multidisciplinary Research ◽

10.3126/njmr.v3i3.34883 ◽

2020 ◽

Vol 3 (3) ◽

pp. 34-50

Author(s):

Ganesh Bhattarai ◽

Dipendra Karki ◽

Rewan Kumar Dahal

Keyword(s):

Psychological Contract ◽

Psychological Contract Breach ◽

Professional Commitment ◽

Direct Impact ◽

Organizational Deviance ◽

Contract Breach ◽

Government Organization ◽

Mediating Role ◽

The Relationship

This study was carried out to measure the direct impact of employees’ psychological contract breach on organizational deviance behavior and professional commitment, direct impact of professional commitment on organizational deviance behavior, and mediating role of professional commitment in the relationship between psychological contract breaches to organizational deviance behavior. As the respondents, 426 employees working in Nepalese non-profit making organization (i.e. international non-government organization working in Nepalas well as national level non-government organization) were surveyed. were drawn from the analysis of crosses sectional perceptual data adopting quantitative research method, deducting reasoning approach and positivist research philosophy. Regression analysis, after the confirmatory factor analysis, revealed that (a) employee’s psychological contract breach was positively associated with organizational deviance behavior, (b) employees psychological contract was negatively associated with professional commitment, (c) employees’ professional commitment was negatively associated with organizational deviance behavior, and (d) professional commitment mediated the relationship of psychological contract breach to organizational deviance behavior. Moreover, regarding effect size, the direct effect size of psychological contract breach to predict organizational deviance behavior was .86, and an indirect effect through professional commitment was -.12.Based on the study's conclusion, numbers of theoretical implication and practical implications are suggested.

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