Abstract
<p style="text-align: justify;">This study aims to determine the relationship between psychological contract, psychological well-being and the intention to leave. The sample of this study consists of 118 teachers in 10 schools that were selected randomly with clustered sampling methods from the schools in Osmaniye province in the 2015-2016 academic year. Data were analyzed using a hierarchical multiple linear regression method with SPSS 22; a modgraph was used to moderate tests. The results of the moderator tests showed that psychological well-being was a moderator of the relationship between the short-term relations component of the psychological contract and teachers’ intention to leave levels. This study also indicated that transactional psychological contracts (short-term relations) had a negative effect on teachers’ intention to leave levels, and psychological well-being had a positive effect on teachers’ intention to leave levels. In the light of the findings, to create more positive educational environments, it would be beneficial for policy makers and top managers to take psychological constructs into consideration at all stages of management. However, future researchers should focus on the different dimensions of psychological contracts and psychological well-being that may also be related to the intention of teachers to leave.</p>
Highlights
IntroductionResearches have highlighted numerous factors about the achievements of organizations
In the previous literature, researches have highlighted numerous factors about the achievements of organizations
This study aims to determine the relationship between psychological contract, psychological well-being and the intention to leave
Summary
Researches have highlighted numerous factors about the achievements of organizations. These factors include employees’ emotions and attitudes as well as financial things. Providing individuals with the means to develop positive emotions and attitudes is extremely important for an organization to survive for a long time. It’s seen in research that contracts that only address work matters, which individuals sign before taking the job, haven’t been enough to provide them with job satisfaction, keep them in their position and discourage their intention to leave. If employees haven’t constituted a psychological contract in addition to a work contract, they have lower psychological well-being and motivation and a greater level of intention to leave (Mimaroglu, 2008)
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
