Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Heffernan, Margaret; Rochford, Eoin

doi:10.1515/ijm-2017-0011

Cited by 16 publications

(19 citation statements)

References 76 publications

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“…Overall, the content of information is low in all main categories. In particular, the tasks and compensations are not presented realistically, which can lead to a psychological contract breach and thus turnover [16]. Also [9] show a correlation between turnover and volume, relevance, depth and accuracy of the information received before starting the job.…”

Section: Discussionmentioning

confidence: 99%

Communicating a Sales Job to Occupational Changers: A Qualitative Content Analysis of Online Job Advertisements

Hinrichs¹,

Bundtzen²

2021

TEM Journal

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This paper analyses insurance companies’ online communication to potential occupational changers into sales by a qualitative content analysis of corresponding online job advertisements. Since the addressees do not know this job in detail, a realistic job preview was expected. In the structuring part of the content analysis, the main categories of the online job advertisements were determined first, after which the summarizing part shows the contents in a first and second reduction. It turns out that neither the tasks nor the requirements or compensations are described sufficiently to enable potential candidates to assess their interest or suitability.

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Section: Discussionmentioning

confidence: 99%

Communicating a Sales Job to Occupational Changers: A Qualitative Content Analysis of Online Job Advertisements

Hinrichs¹,

Bundtzen²

2021

TEM Journal

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“…In line with the PCT, Panagiotou (2017) finds that intrinsic motivation, a personal factor, leads employees to show a high level of JST at the workplace, despite a breach in their PC and a high per cent of people behaving differently from each other is based on personality (Digman, 1990). Simply, personality traits can buffer the negative effect of a PCB on workplace behaviour (Heffernan and Rochford, 2017). In this paper, the PCT is adapted in explaining the likely moderating effect of OPE in the direct relationship between PCB and JST.…”

Section: Psychological Contract Theorymentioning

confidence: 99%

Openness to experience moderates psychological contract breach–job satisfaction tie-in

Mensah

Koomson

2021

PRR

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Purpose This paper aims to assess the tie-in between psychological contract breach (PCB) and job satisfaction (JST) amongst medical doctors (MDs) working in two stress-prone regions of Ghana, and further analyses the moderating effect of openness to experience (OPE) on this tie-in. Design/methodology/approach Responses from 214 MDs were analysed. Questionnaires were self-administered. Research philosophy was positivism, research approach was quantitative, research design was explanatory and study design was cross-sectional. Test of normality, Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett’s test of sphericity were applied. Both reflective measurement and structural models were assessed. Path coefficients were analysed using partial least squares (PLS) algorithm tool and moderation effect was conducted using the product indicator approach. Control variables were sex (GEN1), age (GEN2), employment type (GEN3) and tenure (GEN1). A significant level was set at 5%. Smart PLS 2.0 M.3 software was used. Findings The analysts found support for a significant moderating effect of OPE on the tie between PCB and JST, such that the consequences of PCB on JST was minimised for MDs who scored high on OPE trait. Practical implications PCB, if not addressed, may lead MDs to be less satisfied with their jobs. In stress-prone health zones where PCB exists, MDs who are inspired, creative, self-sufficient, experimenting and visionary are more likely to be satisfied with their job. Originality/value This study offers health-care literature on the moderating role of OPE personality dimension on the bond between PCB and JST, using PLS-structural equations modelling, which is a superior and robust analytical tool.

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“…The past studies of psychological contract breach are related to intension to leave the organization [27][28][29].…”

Section: Introductionmentioning

confidence: 99%

Breach of employer obligation and employee well-being during COVID-19 unlock phase

Karani

Deshpande²,

Jayswal

et al. 2022

HSM

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BACKGROUND: The current study explored the relationship between breach of employer obligations, family-work conflict, psychological distress and well-being during Covid-19 unlock phase. OBJECTIVE: The study aimed to understand the breach of how the breach of employer obligation lead to decreased well-being through the family-work conflict and psychological distress during the covid-19 unlock phase. METHODS: The data was collected through structured questionnaire via Google doc from 397 employees across the industries. Snowball sampling was adopted, and SmartPLS 3.0 was used for the structural equation model. RESULTS: Breach of employer obligations are positively affecting family-work conflict. Further, family-work conflict increases the psychological distress, and psychological distress decreases the well-being (life satisfaction and family satisfaction) of the employees. CONCLUSION: The novel contribution of the study is integrating SET, COR and SIP theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question of how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this Covid-19 pandemic situation.

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Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Cited by 16 publications

References 76 publications

Communicating a Sales Job to Occupational Changers: A Qualitative Content Analysis of Online Job Advertisements

Communicating a Sales Job to Occupational Changers: A Qualitative Content Analysis of Online Job Advertisements

Openness to experience moderates psychological contract breach–job satisfaction tie-in

Breach of employer obligation and employee well-being during COVID-19 unlock phase

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