The Effect of Psychological Contract Breach and Workload on Intention to Leave: Mediating Role of Job Stress

Suarthana, Jimmy Harry Putu; Riana, I Gede

doi:10.1016/j.sbspro.2016.05.056

Cited by 27 publications

(26 citation statements)

References 19 publications

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“…The relationship between job stress and intention to leave was positive in the study. This situation is similar to previous studies (for example, Layne et al, 2004, Yenihan et al, 2014, Suarthana & Riana 2016 in the literature. Customer representatives' intention to leave the job increases as their job stress levels increase.…”

Section: Resultssupporting

confidence: 93%

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The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

Işık

Hamurcu

2017

BEH

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Call centers are contact centers that act as communication facilities between customers and businesses with the help of customer representatives. The call center sector where transactions are carried out largely without face to face communication is known as a sector with the most stressful and is also known with having the highest employee turnover rate. Customer representatives are not able to use any initiative and they have too many workloads; for this reason, they are frazzled. In addition, customer representatives need to play role despite of their natural emotions. This affects the emotional labor behavior of sector employees.In this study, the job stress' mediating role at emotional labor's effect on intention to leave is investigated. Data was collected from two call centers operating in Bitlis province in Turkey by using survey method. Analyzes were made with the SPSS 23 and AMOS 22 programs through 207 valid questionnaires. In the analyzes made, job stress has full mediating effect at emotional labor variable's surface acting dimension's effect on intention to leave. Due to the correlation analyzes performed, there was a significant relationship between surface acting and natural emotions (expression of naturally felt emotions) dimension of emotional labor variable with job stress and intention to leave. JEL Classifications: M1, M10, M12

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Section: Resultssupporting

confidence: 93%

“…The high stress perceived by employees increases their tendency to leave the workplace. Although each employee has the intention of leaving job at different levels, job stress is an important determinant of intention to leave and increases the probability of leaving work (Suarthana & Riana, 2016).…”

Section: Concept Of Intention To Leavementioning

confidence: 99%

The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

Işık

Hamurcu

2017

BEH

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“…Previous research conducted by Rizka, et al [32] and Suarthana and Riana [33] find that workload has a significant influence on turnover intention. Tulangow [34] also find that there is a big effect of the workload on turnover intention.…”

Section: Workloadmentioning

confidence: 97%

The Effect of Transformational Leadership, Perceived Organizational Support and Workload on Turnover Intention Sharia Banking Company in Jakarta

Masta¹,

Riyanto²

2020

SJBMS

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“…Evidence supports employees maintain balance by matching their contributions with what they perceive in this psychological contract, this contract is associated with a wide range of employees' behaviors. Such as job stress [77], employee performance [73], citizenship behavior [78].…”

Section: Employee Performancementioning

confidence: 99%

The Mediating Role of Psychological Contract Fulfillment in the Relationship Between Organizational Support and Employee Performance

Elsouk¹,

Elsubbagh²,

Ayoun³

et al. 2021

PBS

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Increased competition, technologies, and downsizing, demographic diversity affect employment relationships and make the academic organization becoming more complex. As competition between firms becomes more fierce and fierce, the state of talent turnover directly affects the survival and development of the company. The human resource department is committed to effectively improving employees' enthusiasm and giving full play to employees' ability to tap into employees' potential, and then improve employee performance. One of the indicators of the company's success is the performance of the employees who work efficiently and effectively that would produce a good performance. Depending on the social exchange theory. This study examines the positive role of psychological contract fulfillment in the linking mechanism between organizational support and employee performance. The fact that organizational support plays an important role in enhancing employee performance has been studied in the literature. However, studying the mediating role of psychological contract fulfillment in the relationship between organizational support and employee performance is still needed. It is argued that psychological contract fulfillment is a vital mediator in the relationship between organizational support and employee performance. Therefore, the major aim of the current study is to provide empirical support for the relationship between organizational support and job performance and psychological contract fulfillment as a mediator.

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The Effect of Psychological Contract Breach and Workload on Intention to Leave: Mediating Role of Job Stress

Cited by 27 publications

References 19 publications

The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

The Effect of Transformational Leadership, Perceived Organizational Support and Workload on Turnover Intention Sharia Banking Company in Jakarta

The Mediating Role of Psychological Contract Fulfillment in the Relationship Between Organizational Support and Employee Performance

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