Conceptualizing the impact of perceived organizational support and psychological contract fulfillment of employees paradoxical intentions of stay and leave

Abstract

The article presents a comprehensive and detailed conceptual framework on the effects of employees' perceived organizational support on their paradoxical intentions of leaving to and staying with the organization in Psychological Contract Perspective. This study anticipates proposing an applicable technique to examine empirically the interrelationships of employees' perceived organizational support, psychological contract fulfillment, intention to stay and intention to leave. This paper proposes theory-based path model, and possible interrelationships of related constructs such that the future analysis would be based on related statistical methods may include structural equation modeling approach. Although numerous researchers have studied the broad topics of perceived organizational support and employees' turnover intentions, none of those studies has explored the paradoxical and differential impact of perceived organizational support on the intentions of staying and leaving. The innovative propositions using psychological contract fulfillment lenses in the relationship of perceived organizational support with the intention to stay and intention to leave, as explained by psychological contract perspective of social exchange theory would be the originality of this paper and possible contribution to the body of knowledge.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

“…Present study fills this gap by examining the aforesaid relationship in Indian context. Second, the article highlighted the indirect mechanism which explains the relationship between POS and ITS (Akhtar et al, 2018). Study examined the mediating role of EE in developing the employee’s ITS by enhancing POS among employees.…”

“…Though, it has been noticed that despite the direct impact of POS on ITS, this relationship can be explained through indirect mechanism (Akhtar et al, 2018; Liu & Liu, 2016; Naim & Lenka, 2017). However, regardless of growing research interest, the majority of the research on POS has examined direct relationship between POS and business outcomes.…”

Conceptualising the moderating role of knowledge management within supply chain risks and supply chain risk management

“…These propositions can be tested by adopting or adapting instruments having high validity and reliability. The study of (Akhtar, Salleh, Ghafar, Khurro, and Mehmood, 2018) suggested that these conceptual models empirically can validate and measure these variables and their relationships with the structural equation model which is one of the most reliable techniques to measure the relationship between concepts and to test propositions. The proposed research design has been given in Figure 1.…”

The Influence of Psychological Ownership on Intention to Stay Among Academics Employed at Malaysian Research Universities: The Mediating Role of Employee Engagement

“…Some researchers made the erroneous assumption that the intention to stay is the inverse of the intention to quit an organization (turnover intention) (Chinomona, 2017;Chinomona & Dhurup, 2015;Dabke & Patole, 2014;Johari et al, 2012;Li, Zhang, Yan, Wen, & Zhang, 2020;Woon, Tan, & Nasurdin, 2017). However, some scholars now disagree and argue that turnover and retention are not "two sides of the same coin" (Akhtar, Salleh, Ghafar, Khurro, & Mehmood, 2018;Cardy & Lengnick-hall, 2011;George, 2015;Holtom, Mitchell, Lee, & Eberly, 2008;Nancarrow et al, 2014). This is because the potential causes of employee turnover can usually explain why employees quit their jobs, but they are unable to explain why employees choose to stay in their employment (Akhtar et al, 2018;Sanjeevkumar, 2012).…”