The effect of psychological contract fulfillment on manager turnover intentions and its role as a mediator in a casual, limited-service restaurant environment

Collins, Michael D.

doi:10.1016/j.ijhm.2010.03.005

Cited by 73 publications

(63 citation statements)

References 43 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…These findings are convergent with the JCM postulating the job characteristics influence critical psychological states, with in return have significant and various impacts on employee’s work outcomes (Hackman and Oldham, 1976; Humphrey et al, 2007). It supports meaning of work as a significant psychological resource for mediating the negative effects of working conditions on turnover intentions, in addition to other previously identified psychological resources (Aryee and Chay, 2001; Loi et al, 2006; Humphrey et al, 2007; Podsakoff et al, 2007; Kim and Stoner, 2008; Vandenberghe and Tremblay, 2008; Collins, 2010). In their meta-analysis, Humphrey et al (2007) underlined the importance of meaningful work as the most important psychological resource to prevent negative employee’s work outcomes.…”

Section: Discussionsupporting

confidence: 77%

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

et al. 2016

View full text Add to dashboard Cite

Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts.

show abstract

Section: Discussionsupporting

confidence: 77%

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

et al. 2016

View full text Add to dashboard Cite

show abstract

“…Hamilton & Treuer, [75] (2012) found that PCF is negatively related with employees' ITL in line with the findings of the previous studies [76]. A recent study on generational preferences also supports the negative relationship of Psychological Contract Fulfilment (PCF) with Intention to Leave (ITL) across different generations [77] . Furthermore, a longitudinal study conducted on fresh graduate followed by 3-months, 6-months, and 18-months after their entry in organizations also support this negative relationship [78].…”

Section: Mediation Effect Of Psychological Contract Fulfilmentsupporting

confidence: 71%

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

Akhtar¹,

Salleh²,

Ghafar³

et al. 2018

IJET

View full text Add to dashboard Cite

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.

show abstract

“…As a result of their own psychological contract obligations and the organization's psychological contract fulfilment, HiPo employees will be less likely to think about quitting and more likely to remain with their organizations. This is because psychological contract fulfilment is perceived to be a strong negative predictor of turnover intent (Collins, 2010). However, the reverse is also true.…”

Section: Hipo Program Participation and Turnover Intentmentioning

confidence: 99%

“…Social exchange and psychological contract theories have been extensively used in the management literature to understand employee attitudes and behaviours in the workplace (Collins, 2010;Cropanzano & Mitchell, 2005;Epitropaki, 2013;Shore et al, 2009). These frameworks provide a rationale as to why employees elicit positive attitudes and behaviours when they receive favourable treatment from their employers and/or when they feel that their organization is fulfilling its obligations.…”

Section: Social Exchange Theory and Psychological Contract Theorymentioning

confidence: 99%

High potential programs and employee outcomes

Malik

Singh

Chan

2017

CDI

View full text Add to dashboard Cite

Organizations implement 'high potential' (HiPo) programs to identify, develop and retain their most talented employees (also known as high potential employees). However, much is still unknown regarding how these programs affect employees, and the link through which employee participation in HiPo programs affects employee outcomes remains a 'black box'. This research aims to open this 'black box' and examines the underlying mechanism through which HiPo program participation impacts employee outcomes.Drawing on social exchange, psychological contract and attribution theories, I conduct two studies to examine the impacts of HiPo program participation on various employee outcomes. In the first study, I hypothesize that employees who are included in HiPo programs (i.e., HiPo employees) will have higher affective commitment, lower turnover intent, and higher levels of organizational trust. Moreover, I hypothesize that organizational trust will mediate the relationships between HiPo program participation and employee outcomes (i.e., affective commitment and turnover intent). A cross sectional survey was used to collect data from one division of a large multinational company (n= 65). The results provided support for all hypotheses.The second study aims to replicate and extend the findings of Study 1. In this study, I examine the process through which HiPo program participation impacts employee outcomes by

show abstract

The effect of psychological contract fulfillment on manager turnover intentions and its role as a mediator in a casual, limited-service restaurant environment

Cited by 73 publications

References 43 publications

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

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

High potential programs and employee outcomes

Contact Info

Product

Resources

About