BRM Business Research Report on psychological contract and employee turnover

Research Report
on
Interaction between Psychological Contract and Turnover
Intention
Submitted to
Ma’am Ayesha Nazish Butt
Submitted by
Group No:2
Attiqa Arshad 15280920-028
Salika Jabeen 15280920-067
Azka Tanveer 15280920-085
University of Gujrat
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TABLE OF CONTENTS
Title
Page
Introduction………………………………………..
Problem statement………………………………..
Research Questions..…………………………….
Objectives of study……………………………….
Significance of the study………………………..
Hypothesis…………………………………………
Literature Review…………………………………
Methodology……………………………………….
Questionnaire………………………………………
Data Analysis………………………………………
Descriptive…………………………………………
Frequencies………………………………………..
Reliability Analysis………………………………..
Correlation Analysis………………………………
Regression Analysis………………………………
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4
5
5
5
6
6
7
11
13
15
15
15
19
21
21
ABSTRACT
The purpose of the study which was conducted by the students of the University of Gujrat to
investigate the relationship between psychological contract and turnover intention. The study
was conducted across all the banks of the Gujrat city by using the cluster sampling.
Questionnaires were used to collect the data for calculating the findings of the study. Data is
analyzed by using the Statistical Package for Social Sciences (SPSS) and the results indicate
there is negative relationship between the psychological contract and turnover intention in
accordance to the H2A. The data of the 75 questionnaires were entered in the SPSS who were
completely filled out of 200 sample size. Results are drawn by using the descriptive, regression
and correlational analysis. These results prove not only psychological contract contributes
towards the turnover intention there are also some factors like organizational commitment, job
satisfaction, working conditions that should be take into consideration. Its findings are limited
to generalize to any situation because of the limited abilities of researchers, resources and time.
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1. INTRODUCTION
Employees and employer both are assets for any organization so helpful and satisfied
workplace relationship is very necessary for all companies. Behavior of employees and their
intention towards job is the way to provide quality products to your customers. Organizations
wants to get succeed in this competitive era, they have to fulfill all the requirements and
demands from their employees. For this reason, Psychological contract have large impact on
turnover intention.
Psychological contract is helpful in decreasing the turnover intention for employees. Turn over
intention have many negative impacts on organization including financial, Morale and
performance (Wang, Li1, Wang1, & Gao, 2017). For the achievements of goals and objectives,
Organizations must should know the expectations from employees. Most of the time,
Employees contributes more towards their work when they are psychologically satisfied and
their turnover intention is very low towards their jobs.
Employee’s turnover is major and arising issue for all organizations in recent era and it happens
due to lack of employees satisfaction towards their job. It seems in many researches that
turnover intention is very high all over the world (Birdir, 2002). Organizations have to satisfy
their internal customers to decrease their turnover intention.
Banking sector is one of the most difficult sectors to handle. Employees have to work on same
daily basis routines. Employees work without any switch and change in working conditions
which cause increase in turnover intention. So we will examine the impact of psychological
contract over turnover intention in banking sector.
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1.1. Problem Statement
Psychological contract is the relationship between the employee and employer. It increases the
job commitment and reduces turnover. This research is going to address the effect of
psychological contract in banking sector. Most of the people who were dissatisfied but they did
not leave the job and overall score was 60%. It was conducted that psychological contract may
have influence on turnover intention ratio, but it is not only the factor for employees in banking
sector (ANYIKA, 2012). Therefore, the purpose of this research is to see the impact of
psychological contract either it negatively impacts turnover ratio?
Research Questions
The research questions of this study are as follows:
i.
What does the effect of psychological contract on turnover intention ratio?
ii.
What will be impact of transactional psychological contract on turnover intention?
iii.
What will be relationship between relationship between relational psychological
contract and turnover intention?
iv.
How does balance psychological contract affect turnover ratio?
Objectives of study
Main Objectives:
Following are the main objectives of this study;
To check the impact of psychological contract on turnover intention in the banking sector
Sub Objectives:
Following are the sub objectives of this study;
i.
To assess the impact of transactional psychological contract on turnover intention
ratio
ii.
To assess the impact of relational psychological contract on turnover intention ratio
iii.
To assess the effect of balance psychological contract on turnover intention
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Significance of the Study
The study is of significance for employer and employees. The study contribute to existing body
of knowledge by providing an insight into relationship between psychological contract and
turnover intention. Employees expectation will increase due to their psychological contract
they face many problems.
This study will help to get awareness about the issues and problems face by employees at work
place that will be beneficial for organizations to aware the problems and issues according to
this they make strategies to reduce the turnover intention because when employees have not
fulfil their psychological contract then their turnover intention will increase.
The study is also of importance for researchers as it provides a first step initiative for further
studies.
Hypothesis
Null hypothesis
There is no relation between psychological contract and turnover intention
Alternative hypothesis
1. The psychological contract of public sector employees is higher than private sector
employees.
2. The psychological contract of public sector is lower than private sector employees.
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LITERATURE REVIEW
Relationship between psychological contract and turnover intention
According to the study Hi-Tech enterprises in in Xi’an city use structural model question and
found that 1) psychological have sufficient effect on turnover intention and 2) organizational
commitment have very important influence on turnover intention (Wang, Li, Wang, & Gao,
2017).
The study focusses that social network minimizes the impact of psychological contract breach
on job turnover intention of employees. By using sample of 242 questionnaires filled by Irish
officers they found relationship of psychological contract breach and job turnover intention.
They also found same impact by social status and local ties (Heffernan & Rochford, 2017).
Another study was conducted to find out the relation in transactional, rational and balanced
psychological contract and job turnover intention. They use 280 samples and found that
psychological contract has significant positive in nature impact on job turnover intention (Umar
& J.Ringim, 2015).
According to an article it was studied to solve the major problem of hospitality industry which
is retention of industry. The results of study show that psychological contract and effective
commitment have positive impact on turnover intention for managers in hospitality industry
(Hemdi & Rahim, 2011).
The study was conducted by 363 people from head offices of Barclays Bank of Kenya. Most
of the people were dissatisfied from psychological contract but they don’t want to turn over the
job by overall 60% score which were agreed or strongly agree. They concluded that
psychological contract may have influence on turnover intention, but it is not the only factor
for employees in banking sector (ANYIKA L. K., 2012).
According to the article Convenience sample (N=25) was used and find out that psychological
contract has direct impact on job satisfaction and indirect on turnover intention and
psychological contact breach have direct positive effect on turnover intention (Hennicks,
2014).
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A research was conducted in University of Malaysia by using longitudinal survey method, to
study the relationship between violation of Psychological contract and turnover intention and
the influence of cultural value orientation as a moderator. The study addressed that there was
need to understand the impact of cultural values on the relationship between PCV and
employee behaviors, in downsizing not only situational factors response negatively but the
individual cultural values differences also influence (Arshad, 2018).
Longitudinal methods were used to check the relationship between the Psychological contract
and turnover intention along with work engagement. It was found that fulfilling psychological
contract for short tenure employees has relationship with higher work engagement and lower
turnover ratio. It was concluded that psychological contract and work engagements are related
with each other and this relationship is stronger for employees with low turnover (Bal & Mol,
Dynamics of psychological contracts with work engagement and turnover intention: The
influence of organizational tenure, 2011).
To see the relationship between paternalistic leadership and turnover intention and mediating
effect of psychological contract in Taiwan a research was conducted. The findings of research
process were that the relationship between paternalistic leadership and turnover intention is
mediated by psychological contract. It was also studied the moderating effect of psychological
contract (Liao, Widowati, Hu, & Tasman, 2016).
It was studied to see whether the fulfilling psychological contract impacts business results in
Health care industry. It was found that the employees with PCF have higher work engagements
and lower turnover ratio (Bonilla, 2018).
The purpose of study was to assess relationship between psychological contract fulfillment
trust to change in information and attitude towards change. Questionnaires were used, and the
results were that there is positive relationship between attitude towards change information
change to psychological contract and attitude towards change. Psychological contract and
engagement are negatively related to turnover intention (Assen, heuvel, Freese, Schalk, & van,
2017).
The primary research goal was to identify the methods for measuring the psychological
contracts and to develop theories of the languages and natural experiences of workers or
employees. Interviews from employees revealed that some assumptions about psychological
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contract theory were supported and some were not, also suggested methods which should use
for measuring psychological contract (McInnis, 2012).
The research method is designed to measure the antecedents of Psychological contract breach
and in which way and how psychological contract breach and antecedents are related in Chinese
context. Results from Hong Kong Chinese employee’s responses were that there was
relationship between organizati0onal history and contract breach to psychological contract and
this psychological contract had relation with the turnover intention, civic virtue and
psychological withdrawal behavior (Aryee & Samuel, 2003).
According to this research the effects of supportive management and job quality on the turnover
intentions and health of military personnel were checked. Today environment is going to be
change so organization must retain their employees they check the relationship of both support
provided to personnel and job quality with employee health and turnover intentions. They
conducted sample of 450 military personnel.Invalid source specified..
The research is conducted that employees turnover offer value to organization they saved
money on recruitment and new hiring stakeholder have social responsibility to examine the
effects of a perceived climate for ethics on the relationship between diversity climate and
voluntary turnover intentions. In this they observe that employee’s perception what they give
value to the organization that they have ethically good behavior. The result shows we should
communicate both diversity values and ethical standardInvalid source specified.
The focus of the study is on the relationships among high-performance work systems, job
control, employee anxiety, role overload, and turnover intentions. In this they explore that
HPWS want to create a advantage for the organization but it causes negative effect of individual
employees. They examine these relationships in sample of 1,592 government workers which
are in 87 departments from the country of Wales. The result shows the negative
relationshipInvalid source specified..
The research is conducted that contract fulfillment is positively attached with commitment.
Leading can also reduce turnover and the mental health the purpose of this study to examine
the motivational and health‐enhancing propertiesInvalid source specified..
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The subject of the study is the psychological contract approach to the employment relationship
within the hospitality industry with special reference to highly educated employees. The
research was conducted across the worldwide of 247 respondents. The result of this study
should know the HR person who made the specific gender jobsInvalid source specified..
The purpose of this study was to examine the influence of psychological contract breach on the
commitment and behaviors of temporary workers that are engaged in any organizations in this
they measure the trust and commitment level of the temporary employee and how they behave
after that. Invalid source specified..
Variable Model
2.
Psychological
Contract
Independent Variables
Turnover
Intention
Dependent Variables
Psychological contract is independent variables if the mutual relations of both employee and
employer are healthy and strong then their expectations will have met from each other and in
turn job satisfaction and trust will reduce turnover intention. From the research we
acknowledged that there is direct relation between psychological contract and job satisfaction,
so job satisfaction is linking it to reduced turnover ratio. From literature we came to know that
commitment is moderator it strengthens or obsolete their relation, sometimes employees do not
leave the organization, but they have low commitment with organization.
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METHODOLOGY
Effect of Psychological Contract on Turnover Intention
In Banking Sector
Introduction
The purpose of the study is to investigate the relationship between the psychological contract and
turnover intention; it is further divided into to see the effect of different types of psychological contract
on turnover. To collect data cross-sectional method was used.
Research Methodology
It is defined as the practical plan which is used by the researcher to answer the questions in a logical
and valid way. It outlines the analysis type for required results (Christensen, 1988). Cross sectional
method is used to collect the data from banking sectors of Pakistan. Data will be collected only once.
Our study has been used Quantitative method to investigate the relationship between the Psychological
contract and turnover intention. The type of investigation for this study is co-relational in which
relationship between two variables is used. As we are investigating the impact of psychological contact
on turnover intention. Study setting will be non-contrive with minimal extent of researcher.
Population
Whole group of individuals that possess certain characteristics that are desirable by the researcher and
on this base result are generalized is known as population. (polit & Hungler, 1999). All staff and
employees of all banks in Pakistan are our population.
Sample size
It is defined as the percentage of population which is representative of whole population and chosen for
being part of study (LoBiondo-Wood & Haber, 1998). Populations during study will 200 which are
employees at banks in public and private banks.
Sampling Design
As a researcher for this study we have selected probability sampling design, further we have chosen
cluster sampling. Cluster sampling is defined as a population group which is consisted of sub-samples,
whole group is considered as sample instead of single individual or element in the population (Ahmed,
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2009).The Pakistan is divided into provinces which are further divided into divisions. Then divisions
are divided into cities through simple random sampling. Then the banks of all the cities which are
chosen for sample.
Unit of Analysis
The study unit is individual which are male and female which are the managerial and functional
employees of the banks.
Data Collection Method
Questionnaire is used as tool of data collection, it consist on three sections.
Measures
The study is going to use survey method in which questionnaires for turnover intention adopted by
(Mobley, Horner, & Hollingsworth, 1978) and for psychological contract developed by (Millward and
Hopkins 1998).
First part of the questionnaire based on demographic information of the respondent. Section-B based
on the questions of transactional and rational studies which types of psychological contract are. SectionC based on the questions related to turnover intention.
Data Analysis
For analyzing data statistical techniques are used by researchers to check the validity and reliability.
Different correlational and regression models are used for drawing conclusions.
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Questionnaire
We (Attiqa, Salika and Azka) students of BBA, are pursuing our research from University of Gujrat.
Topic of our research is the “Impact of Psychological Contract on Turnover Intention”.
Anonymity of Identity
The information provided by you will remain confidential and will only be used for research
purpose. It is further ensured that all the information will be kept anonymous.
SECTION- A
Direction: Kindly fill up the following with the correct details about yourself. Please don’t leave
any item unanswered.
Profile of the Respondent
PART A: General Information
1. Name of the department_______________
2. Total work experience (In Years) _________________
3. Job level
a) Official level
b) managerial level
c) Other level
4. Age
a) 20-30
b) 30-40
c) 40-50
c) Above 50
5. Gender
a) Male
b) Female
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SECTION- B
To what extent do you agree with the following statements? Please provide rating according
the directions given below:
1=Strongly Disagree, 2=Disagree, 3= Neutral, 4=Agree, 5= strongly agree
PSYCHOLOGICAL CONTRACT
No
Statements on Relational/Transactional Contract
1
2
3
4
5
1.
I do this job just for the money
1
2
3
4
5
2.
I prefer to work a strictly defined set of working hours
1
2
3
4
5
3.
It is important not to get too involved in job
1
2
3
4
5
4.
I expect to grow in this organization
1
2
3
4
5
5.
I expect to be paid for any overtime I do
1
2
3
4
5
6.
I come to work purely to get the job done
1
2
3
4
5
5.
I feel part of a team in this organization
1
2
3
4
5
8.
My loyalty to the organization is defined by the terms of my
contract
1
2
3
4
5
9.
I feel this company reciprocates the effort put in by its employees
1
2
3
4
5
10.
I only do what is necessary to get the job done
1
2
3
4
5
11.
I am motivated to contribute 100% to this company in return for
future employment benefits
1
2
3
4
5
12.
I have a reasonable chance of promotion if I work hard
1
2
3
4
5
13.
My career path in the organization is clearly mapped out
1
2
3
4
5
14.
I work to achieve the purely short term goals of my job
1
2
3
4
5
15.
I will work for this company indefinitely
1
2
3
4
5
16.
I am heavily involved in my place of work
1
2
3
4
5
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SECTION- C
To what extent do you agree with the following statements? Please provide rating
according the directions given below:
1=Strongly Disagree, 2=Disagree, 3= Neutral, 4=Agree, 5= strongly agree
TURNOVER INTENTION
No.
1.
2.
3.
Statement
1
2
3
4
5
I often think about quitting my present job
I will probably look for a new job in the next year
As soon as possible, I will leave the organization
1
1
1
2
2
2
3
3
3
4
4
4
5
5
5
DATA ANALYSIS
Analyzing of Results
Demographic Profile OF Respondent
Descriptive
Descriptive Statistics
N
Minimum
Maximum
Mean
Std. Deviation
department
76
1.00
5.00
2.7500
1.29743
Job .level
76
1.00
3.00
2.3553
.66741
age
76
1.00
4.00
1.7368
.68056
gender
76
1.00
2.00
1.2895
.45653
Valid N (list wise)
76
Frequencies
Statistics
department
Valid
experience
job.level
age
gender
76
76
76
76
76
0
0
0
0
0
N
Missing
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Frequency Table
department
Frequency
Percent
Valid Percent
Cumulative
Percent
HR department
14
18.4
18.4
18.4
marketing department
24
31.6
31.6
50.0
finance department
14
18.4
18.4
68.4
CRM
15
19.7
19.7
88.2
others
9
11.8
11.8
100.0
Total
76
100.0
100.0
Valid
experience
Frequency
Percent
Valid Percent
Cumulative
Percent
1.00
24
31.6
31.6
31.6
2.00
24
31.6
31.6
63.2
3.00
11
14.5
14.5
77.6
4.00
14
18.4
18.4
96.1
5.00
3
3.9
3.9
100.0
Total
76
100.0
100.0
Valid
job.level
Frequency
Percent
Valid Percent
Cumulative
Percent
official
8
10.5
10.5
10.5
managerial
33
43.4
43.4
53.9
others
35
46.1
46.1
100.0
Total
76
100.0
100.0
Valid
Page 16 of 26
age
Frequency
Percent
Valid Percent
Cumulative
Percent
Valid
20-30
29
38.2
38.2
38.2
30-40
39
51.3
51.3
89.5
40-50
7
9.2
9.2
98.7
above 50
1
1.3
1.3
100.0
76
100.0
100.0
Total
Gender
Frequency
Percent
Valid Percent
Cumulative
Percent
Valid
male
54
71.1
71.1
71.1
female
22
28.9
28.9
100.0
Total
76
100.0
100.0
Pie Chart
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Page 18 of 26
Reliability Analysis
Scale: full questionaire
Case Processing Summary
N
Valid
Excludeda
Cases
Total
%
76
100.0
0
.0
76
100.0
a. Listwise deletion based on all variables in the
procedure.
Reliability Statistics
Cronbach’s Alpha
.513
N of Items
24
Scale: psychological contract
Case Processing Summary
N
Valid
Cases
Excludeda
Total
a.
%
76
100.0
0
.0
76
100.0
Listwise deletion based on all variables in the
procedure.
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Case Processing Summary
N
Valid
%
76
100.0
0
.0
76
100.0
Excludeda
Cases
Total
a. Listwise deletion based on all variables in the
procedure.
Reliability Statistics
Cronbach’s Alpha
N of Items
.639
16
Scale: turnover intention
Case Processing Summary
N
Valid
Excludeda
Cases
Total
%
76
100.0
0
.0
76
100.0
a. Listwise deletion based on all variables in the
procedure.
Reliability Statistics
Cronbach’s Alpha
.942
N of Items
3
Results of the reliability test shows the value of the Cronbach Alpha for all scales of the
questionnaire is 0.513 while for the scales of the psychological contract is 0.639 and for the
Turnover Intention is 0.942. As research indicates that the value of the Cronbach Alpha close
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to 0.7-0.8 is acceptable while lower than this is indicator of unreliable scale. These values show
that that the scale is not reliable. So null hypothesis is accepted in this situation.
Correlation Analysis
Correlations
Psychological
T.I
contract
Pearson Correlation
psychologicalcontract
1
Sig. (2-tailed)
.003
N
Pearson Correlation
T.I
-.335**
76
76
-.335**
1
Sig. (2-tailed)
.003
N
76
76
**. Correlation is significant at the 0.01 level (2-tailed).
The results of the third table (correlations) indicate the negative value (-0.335) which shows
negative correlation between psychological contract and turnover intention. It means that by
increasing psychological contract turnover intention will decrease.
Our sig (2-tailed) value is 0.003 which is less than 0.05 shows that increase or decrease in the
values of the Psychological Contract affects directly to the increase or decrease in the values
of the Turnover Intention.
Regression Analysis
Variables Entered/Removeda
Model
Variables Entered
Variables
Method
Removed
1
psychologicalcont
. Enter
ractb
a. Dependent Variable: T.I
b. All requested variables entered.
Model Summaryb
Model
R
R Square
Adjusted R
Std. Error of the
Square
Estimate
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.335a
1
.112
.100
1.01980
a. Predictors: (Constant), psychologicalcontract
b. Dependent Variable: T.I
ANOVAa
Model
Sum of Squares
Regression
1
df
Mean Square
F
9.711
1
9.711
Residual
76.960
74
1.040
Total
86.671
75
Sig.
.003b
9.338
a. Dependent Variable: T.I
b. Predictors: (Constant), psychologicalcontract
Coefficientsa
Model
Unstandardized Coefficients
Standardized
t
Sig.
Coefficients
B
Std. Error
Beta
(Constant)
3.930
.610
Psychologicalcontract
-.494
.162
6.443
.000
-3.056
.003
1
-.335
a. Dependent Variable: T.I
Residuals Statisticsa
Minimum
Predicted Value
Maximum
Mean
Std. Deviation
N
.0690
3.1272
2.1009
.35984
76
-1.23135
4.26434
.00000
1.01298
76
Std. Predicted Value
-5.647
2.852
.000
1.000
76
Std. Residual
-1.207
4.182
.000
.993
76
Residual
a. Dependent Variable: T.I
The model summary includes the value of R and R2: R indicates the correlation value here
which is 0.335 which is very less than 1 means correlation is very low. R2 indicates the value
Page 22 of 26
of variance that dependent variable has here the turnover intention has value of 11% which is
lower.
The table of the ANOVA shows the sig value 0.003 which is less than 0.05 means there is
difference in the mean value of the turnover intention statistically and the fitness value is 9.338.
The table of coefficients of regression depicts the value of the predictor variables. The first
column displays the value of the Y-intercept is 3.930 when all other variables are zero. The
second column depicts the value to predict the dependent variable. The coefficient of
psychological contract is -0.494 means increase in psychology contract will decrease the turn
over intention from 0.494 units. Next column to the B shows the standard errors of coefficients.
The beta is the standardized error of co-efficient which is -0.335. t value of the psychological
contract is -3.056.
Page 23 of 26
Conclusion
The conclusion of this study is that psychological contract affects negatively turnover intention.
The alternative is rejected while the null hypothesis is accepted this relationship by the study
of Tumley and Feldman, they concluded that psychological contract both relational and
transactional affect negatively turnover. Although some scholars have opinion in favor of
positive relationship between the psychological contract and turnover intention and some are
against it. According to a study organizational commitment (through synergic effect) acts as
bridge between the psychological contract and turnover intension (Wang, Li, Wang, & Gao,
2017). Another research finding was that when an organization fails to provide employee
friendly environment then employees lower job satisfaction causes increase in turnover
intention (Panagiotou, 2017).
LIMITATIONS
The limitations of this research are that they cannot be applied to the whole population. Due
to limited resources and time as we are students of lower level so the results of this study are
less generalizable.
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