The state of the psychological contract and employees’ intention to leave: The mediating role of employee well-being

Abstract

Changes in the work environment can influence employees' perception of the employment relationship, their psychological contracts, and consequently, their work-related attitudes and behaviour. The study aimed to demonstrate the mechanism through which the state of employees' psychological contract impacts employees' intention to leave employment and the role of employee well-being as a mediator. Cross-sectional data were obtained from employees representing various organisations (N = 246). Structural equation modelling demonstrated that employee well-being mediates the relationship between the state of the psychological contract and an employee's intention to leave the organisation. The study stresses the importance of designing individual-level interventions to enhance well-being in the workplace, which should form part of the retention strategy of any organisation.

An Interview Study of the Experiences of Firefighters in Regard to Psychological Contract and Stressors

“…Studies of work-related stress have argued that breaches and violations of PC can make a significant contribution to the stress experienced by employees (Noblet et al 2009). PC fulfilment has been found to predict job and life satisfaction (De Cuyper et al 2011), resistance to change (Van de Heuvel and Schalk 2009); and the level of trust and fairness between employees and employers ( Van der Vaart et al 2015;Van der Vaart et al 2013). Organisations that fulfill employees' PC have low work-related anxiety and depression, and job insecurity (Guest et al 2010).…”

Fulfillment of the employee psychological contract in a healthcare system: Does it drive employee engagement and reduce turnover intention?

“…The literature states that endeavoring to fulfill PCF can help employers retain employees (Van der Vaart et al, 2013;van Stormbroek & Blomme, 2015) This study corroborated these findings. PCF was shown to be a significant positive predictor of engagement, in accordance with H2, and has a negative relationship with turnover intention, in accordance with H3.…”

Untitled

“…Literature suggests that work -life balance is an issue that organizations have to manage carefully (Sturges & Guest, 2004), especially when immigrant or other minority employees are the focus of interest (Peeters & Oerlemans, 2009). Some authors state that too little consideration is given to the nature of work -life balance of immigrants, especially from Eastern European countries (Guest, 2002).…”

“…When a person is unable to meet the demands of work and non-work domains, the conflict occurs. Previous research was focused on conflict between work and family roles, however recently it is emphasized that broader definition of the non-work area is required (Sturges & Guest, 2004). Guest (2002) suggested that new generation of workers with new values is emerging.…”

“…strategy (Abu-Rayya, 2009). As noted above, literature provides background to hypothesize that perceived social justice might be protective factor in the degree of work and non-work life conflicts as it has significant positive effects on other life domains among immigrants (Huei-Fang, 2010; Sturges & Guest, 2004). Although we found no studies aimed to evaluate the role of acculturation strategies and perceived social justice for work -life balance/conflict, prior research linking acculturation strategies and immigrants' perceived discrimination (Abu-Rayya, 2009) can provide the basis for the assumption that acculturation strategies moderate the relation between perceived social justice and work -life conflict.…”