scholarly journals How transformational leadership, psychological contract violation, empowerment and affective commitment influence employee’s intention to quit an organisation

2021 ◽  
Vol 52 (1) ◽  
Author(s):  
Olorunjuwon M. Samuel ◽  
Amos S. Engelbrecht
Keyword(s):  
Transformational Leadership ◽  
Conceptual Model ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Psychological Contract Violation ◽  
Contract Violation

Purpose: The first aim of this article is to assess the influence of transformational leadership and some selected psychological constructs on employee’s intention to quit an organisation. The second aim is to develop and validate a conceptual model that depicts the linear relationships amongst the constructs of this study (i.e. transformational leadership, psychological contract violation, psychological empowerment, affective commitment and intention to quit).Design/methodology/approach: The article employs correlational research method using quantitative research strategy. Structural equation modelling (SEM) was adopted in analysing data collected from 232 conveniently sampled respondents from various organisations in South Africa. The partial least square based SEM methodology was used to test the relationships amongst the various constructs of the study.Findings/results: Transformational leadership showed indirect influence on intention to quit through psychological contract violation, psychological empowerment and affective organisational commitment.Practical implications: The conceptual model of this study provides a useful psychological framework that guide organisations in the formulation and implementation of retention policies and practices. Further, it is imperative for organisations to encourage the adoption of transformational leadership at all levels of management. This is in consideration of the significant influences that this leadership behaviour exerts on individual employee’s intention to quit an organisation.Originality/value: An extensive search of instant literature did not produce evidence of an existing literature regarding the relationship between transformational leadership and psychological contract violation as we found in this article. This is a theoretical contribution to the field of organisation psychology. Furthermore, the article developed a unique and a empirically validated model that explained the direction and strength of relationships amongst selected antecedents of intention to quit. This practical contribution provides managers with both pragmatic insights and theoretical framework in formulating an effective retention strategy for their organisations.

Abusive supervision and intention to quit: exploring multi-mediational approaches

2019 ◽  
Vol 49 (6) ◽  
pp. 1269-1286
Author(s):  
Sajeet Pradhan ◽  
Aman Srivastava ◽  
Lalatendu Kesari Jena
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Psychological Contract Breach ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type ◽  
Electronic Data Collection

Purpose Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate’s intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout. Design/methodology/approach To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n=246). Partial least square (PLS–SEM) was used for the analysis. Findings Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage. Originality/value First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.

Transformational leadership and non-family employee intrapreneurial behaviour in family-owned firms: the mediating role of adaptive culture and psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Huynh Thi Thuy Giang ◽  
Luu Tien Dung
Keyword(s):  
Transformational Leadership ◽  
Corporate Culture ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Partial Least Square ◽  
Least Square ◽  
Content Type ◽  
Mediating Role ◽  
Adaptive Culture

PurposeThe purpose of the present study is to examine the direct impact of transformational leadership on non-family employee intrapreneurial behaviour and through a mediating role of corporate adaptive culture and psychological empowerment in family-owned firms.Design/methodology/approachThe study’s sample consisted of 368 key role non-family employees at 109 family export and import firms in the Ho Chi Minh City of Vietnam. The data is analysed using a partial least square–structural equation model (PLS-SEM).FindingsThis paper shows that transformational leadership had a positive and significant influence on non-family employee intrapreneurial behaviour directly and via adaptive corporate culture and psychological empowerment as a mediating influence mechanism.Practical implicationsFamily-owned firms might balance the need to maintain traditional core values and requires innovation through the development of human capital with non-family employee intrapreneurship.Originality/valueThis paper grants a unique approach to studying intrapreneurial behaviour in the context of the family-owned business.

Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sandhya S ◽  
Sulphey M M
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Empowerment ◽  
Voluntary Turnover ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in theinformation technology (IT) industry.Design/methodology/approachThe study used a cross-sectional, quantitative research design. The analysis for the study is based on a sample of 392 Indian IT professionals. Partial least square–structural equation modelling (PLS-SEM) was used to analyse the data.FindingsThis study has identified a significant relationship between turnover intentions, employee engagement, psychological contract and psychological empowerment. The findings of the study are that there exists significant positive influence of psychological contract and psychological empowerment on employee engagement. Employee engagement, in turn, has the capability to influence intention to leave the organization.Originality/valueThere is heightened awareness among industry leaders about the need to retain top performers. However, organizations are found to repeatedly fail in this regard. The study has succeeded in empirically establishing the complex relationship between empowerment, psychological contract, employee engagement and turnover intentions. The findings of the study are significant and have practical implications. It can be put to use by progressive managements in devising strategies to reduce turnover intentions.

scholarly journals Impact of Psychological Contract Violation on Information Technology-Based Educational Institutions of Kolkata and Suburbs

2019 ◽  
Vol 8 (4) ◽  
pp. 11221-11227
Keyword(s):  
Human Resources ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Educational Institutions ◽  
Time Zone ◽  
Contract Breach ◽  
Psychological Contract Violation ◽  
Leadership Failure ◽  
Contract Violation

Human resources of any organization, industrial or educational, being rational in nature are highly responsive to any stimulus. Employees are human resources and are the only animate resources. So they need to be properly led and managed. To any organization or institution efficient and skilled employees are assets. So, the institutions always try to meet their expectations to avoid attrition. Desired outcome, therefore, demands deft and proper leadership. Failure in this field paves the way for Psychological Contract Violation (PCV), and the consequences follow accordingly. All candidates seeking job are not employable. Employable candidates are generally required to be skilful, intelligent and mentally prepared to cope up with upcoming changes and newer technological devices. This is more particularly true of IT-based educational organizations and institutions like engineering or technical and management colleges of Kolkata and suburban areas. Employees here are very conscious of what they get and what the employers committed while appointing them. If there is a gap between the two, chances of breaking psychological contract increase due to psychological contract breach or psychological contract violation. The authors here have compared effects of psychological contract violation on trust, commitment and turnover intention of working-staff of Kolkata’s IT based technological institutions and those of suburban institutes . These are the geographic locations of focus. By means of convenience sampling they collected 257 data. After completing the data cleaning process they analyzed the same with the help of Statistical Package of Social Sciences (SPSS). Our contributions are: (a) identification of positive and significant relation between PCV and Affective Commitment (AC), (b) highlighting ‘social factors’ and ‘time zone factors’ and finally , (c) revelation of the fact that PCV may not be an indicator of turnover intention, while adopting changes and new technological devices. The steps taken at this point of time will determine whether employers are capable of avoiding psychological contract violation. PCV is a dynamic phenomenon. Future researchers may throw more light on other aspects, if any, of the issues concerned.

The role of psychological contract violation in shaping spurious loyalty

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ya Zhang ◽  
Jing Zhang
Keyword(s):  
Psychological Contract ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Content Type ◽  
Behavioral Loyalty ◽  
Attitudinal Loyalty ◽  
Calculative Commitment ◽  
Psychological Contract Violation ◽  
Loyal Customers ◽  
Contract Violation

PurposeThis study explores the impact of brand's psychological contract violation on customers' spurious loyalty, via the mediating effects of customers' brand commitments (affective commitment, calculative commitment and normative commitment) and the moderating effects of justification for violation and nostalgia proneness in the link of psychological contract violation and three commitments.Design/methodology/approachBased on 427 valid responses collected from paper- and web-based survey questionnaires, a total of 21 hypotheses were tested by adopting a structural equation model, hierarchical regression technique and slope analyses.FindingsThe result indicates negative effects of psychological contract violation on customers' attitudinal loyalty and behavioral loyalty via affective commitment and normative commitment, as well as positive effects of psychological contract violation on customers' attitudinal loyalty and behavioral loyalty via calculative commitment. It explains the reason why some loyal customers show spurious loyalty after being psychological contract violated. Meanwhile, it also supports different moderating impacts of justification for violation and nostalgia proneness in these relationships.Originality/valueThis study underscores the importance of calculative commitment in mitigating the adverse effect of psychological contract violation on customers' loyalty. Also, managerial implications are put forward to prevent loyal customers from switching to a worse loyalty stage after being violated.

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