Psychological Contract and Turnover Intention: The Mediating Role of Organizational Commitment

Yifeng Wang,Zeyuan Li,Fang Gao,Yue Wang

doi:10.4236/jhrss.2017.51003

Abstract

In this paper, the theory of resource conservation is introduced to explore the influence of psychological contract on turnover intention of employees, and the mediating mechanism of organizational commitment is tested. Through the questionnaire survey of employees in high-tech enterprises in Xi’an City, we use the structural equation model for empirical research; the results shows that: 1) the transactional and the relational psychological contract has a significant impact on turnover intention; 2) organizational commitment plays a fully mediating role in the relationship between transactional psychological contract and turnover intention, and plays a partial mediating role in the relationship between relational psychological contract and turnover intention.

Highlights

The rise of knowledge economy makes talents become the most important source of competitive advantage for organizations (Halawi, Aronson & 2005 [1], McCarthy; Snellman & Powell, 2004 [2])
Through the questionnaire survey of employees in high-tech enterprises in Xi’an City, we use the structural equation model for empirical research; the results shows that: 1) the transactional and the relational psychological contract has a significant impact on turnover intention; 2) organizational commitment plays a fully mediating role in the relationship between transactional psychological contract and turnover intention, and plays a partial mediating role in the relationship between relational psychological contract and turnover intention
The Mediating Role of Organizational Commitment Based on the existing literature review we found that the effect of psychological contract on organizational commitment is very important on the one hand, on the other hand, organizational commitment is an important factor to predict the employee retention

Summary

Introduction

The rise of knowledge economy makes talents become the most important source of competitive advantage for organizations (Halawi, Aronson & 2005 [1], McCarthy; Snellman & Powell, 2004 [2]). The loss of the core talent has become the sore point of many enterprises. The exploration of the influencing factors of employee turnover intention has aroused wide attention in academic circles. The existing research on the influencing factors of employee turnover inten-. With the development of social exchange theory and resource conservation theory, the study of employee turnover intention based on the perspective of psychological contract has gradually become the characteristics of the related research [3]. Based on the conclusions of these studies, we think it is necessary to further explore the influence mechanism of psychological contract on employee turnover intention

Methods

Results

Conclusion