Psychological Contract and Turnover Intention of Dispatched Employees: Mediating Effects of Job Satisfaction and Organizational Commitment
Autori:
Zhuang XIONG, Jianmu YE, Pengju WANG
Cod: ISSN: 1583-3410 (print), ISSN: 1584-5397 (electronic)
Dimensiuni: pp. 19-43
How to cite this article:Xiong, Z., Ye, J., Wang, P. (2017). Psychological Contract and Turnover Intention of Dispatched Employees: Mediating Effects of Job Satisfaction and Organizational Commitment. Revista de Cercetare si Interventie Sociala, 56, 19-43. |
Abstract:
Existing research generally suggests that the psychological contract is an effective
way to solve the problem of employee turnover when a labor contract is missing or
incomplete. However, with dual organizational identity, the effect of a dispatched
employee’s psychological contract on turnover intention differs from the effect for
an ordinary employee. Consensus has not been reached regarding how to intervene
in the high turnover rates of dispatched employees in terms of psychological contracts.
This study investigated the relationship between psychological contracts and
the turnover intention of dispatched employees, with consideration of the mediating
role of job satisfaction and organizational commitment. Using a questionnaire survey,
data were obtained from 271 dispatched employees in the banking industry in Henan
province (China) from February to June 2016. It was found that a dispatched employee’s
psychological contract has a dual aspect involving strong relations between
the employee’s psychological contract with the dispatching agency and with the
client. Meanwhile, a dispatched employee’s psychological contract with the client
has a significant positive influence on job satisfaction and organizational commitment,
and indirectly influences turnover intention through the mediating roles of job
satisfaction and organizational commitment. Further, the individual mediating effect
of job satisfaction is greater than the continuous mediating effect of organizational
commitment and job satisfaction. By revealing the influence of a dispatched employee’s
psychological contract on turnover intention, this study can help organizations
develop intervention strategies at the level of individual psychology to
address the high turnover rates of dispatched employees.
Keywords:
dispatched employee, psychological contract, turnover intention, job satisfaction, organizational commitment.
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