A Study on the Effects of Hotel Employees’ Perception of Psychological Contract Violation on their Job Satisfaction and Turnover Intention

2019 ◽  
Vol 23 (5) ◽  
pp. 143-162
Author(s):  
Junghoon Kim ◽  
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Hotel Employees ◽  
Psychological Contract Violation ◽  
Contract Violation

scholarly journals Psychological contract violation and turnover intention

2020 ◽  
Vol 10 (2) ◽  
pp. 160-169
Author(s):  
Havana Sevcan Kurt
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Intention To Leave ◽  
Call Centre ◽  
Contract Breach ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
The Social ◽  
Contract Violation

The purpose of this research was to examine the role of loyalty where employees perceive the effect on their psychological contract breach of the bank’s intention to leave the call centre operating in Turkey. For this purpose, the literature was examined and a research questionnaire was prepared based on the psychological contract violation (PC), intention to quit and perception of loyalty. This survey was used to collect data of 634 banking call centres operating in Turkey using the sampling method. Statistical Package for the Social Sciences 25 and LISREL 8.7 statistical package programmes were applied in the analysis of the research data. Structural equation modelling was used to test the research hypothesis. In the relationship between (PC) and turnover intention, employee-perceived loyalty has a partial mediating role. This result is considered important for bank managers and human resources specialists who want to improve their success and the quality of the service they offer to their customers. In this study, only the perceptions of the employee were examined. It is also recommended to examine the perceptions of managers working in different sectors.   Keywords: Loyalty, psychological contract violation, turnover intention.

Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement

2020 ◽  
Vol 42 (6) ◽  
pp. 1291-1308
Author(s):  
Muhammad Umer Azeem ◽  
Sami Ullah Bajwa ◽  
Khuram Shahzad ◽  
Haris Aslam
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Psychological Contract Violation ◽  
Employee Turnover Intention ◽  
Contract Violation

PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.

scholarly journals Hubungan Pelanggaran Kontrak Psikologis dan Kepribadian Tipe A dengan Intensi Turnover Karyawan Bank

2014 ◽  
Vol 1 (2) ◽  
Author(s):  
Ni Putu Ayu Saraswati Ramadhany ◽  
Nicholas Simarmata
Keyword(s):  
Significant Relationship ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Type A ◽  
Reliability Coefficient ◽  
Coefficient Of Determination ◽  
Psychological Contract Violation ◽  
Bank Employees ◽  
Type A Personality ◽  
Contract Violation

One of the common phenomena in organization is the failure in fulfilling promise in retention management, which leads to psychological contract violation and triggers turnover intention. Other phenomenon is difference of employees personality. Employees with type A personality have characteristics which make them tend to react negatively and have high turnover intention. Analogously with Wattson Wyatt survey (2007) that found turnover level among bank employees reached 6,3%-7,5% which was high compared to other industries, it becomes important to study turnover intention among bank employees. According to that, researcher wants to find relationship between psychological contract violation and type A personality on turnover intention of bank employees, simultaneously and individually.   Subjects in this research are 52 employees of bank X in Denpasar. Method used in this research is correlational study. Data are collected by questionnaire. Turnover intention questionnaire has 23 valid items and its reliability coefficient is 0,896. Psychological contract violation questionnaire has 18 valid items and its reliability coefficient is 0,870. Type A personality questionnaire has 35 valid items and its reliability coefficient is 0,965. Data are normal and linear. Multiple regression and partial correlation are run for data analysis. The result of this research finds positive significant relationship between psychological contract violation and type A personality on turnover intention. The reliability coefficient is +0,863. The value of coefficient of determination is 0,744, which shows psychological contract violation and type A personality has 74,4% contribution to turnover intention.  Type A personality has positive significant relationship with turnover intention. The reliability coefficient is 0,556. There is no relationship between psychological contract violation and turnover intention.   Keywords: turnover intention, psychological contract violation, type A personality, bank employees

Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate

2019 ◽  
Vol 33 (3) ◽  
pp. 197-222 ◽  
Author(s):  
Huseyin Arasli ◽  
Hasan Evrim Arici ◽  
Nagihan Çakmakoğlu Arici
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Authentic Leadership ◽  
Relative Deprivation ◽  
Family Firms ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Psychological Contract Violation ◽  
Time Lagged ◽  
Contract Violation

The multilevel investigation examines the impacts of favouritism on non-beneficiaries’ turnover intention by focusing on the mediating role of psychological contract violation and the moderating roles of job insecurity climate and authentic leadership in family firms. Congruent with the theories of relative deprivation, belongingness, and social identity, this paper is among the first to propose and empirically examine how and when favouritism leads to higher or lower turnover intention in family firms. Having utilized time-lagged data from 576 non-beneficiaries who came from 101 work groups in 48 family firms in Turkey, our findings support the following: the significance of favouritism by demonstrating that non-beneficiaries’ turnover intentions are higher in family firms when they perceive favouritism to be high; favouritism in family firms positively influences psychological contract violation; psychological contract violation acts as a mediator of the association between favouritism and non-beneficiaries’ turnover intention; and both job insecurity climate and AL act as moderators of the relationship between favouritism and turnover intention. The theoretical and practical contributions of these findings are discussed.

Sign in / Sign up

Export Citation Format

Share Document