“My contract is breached, and I want to leave, but I am embedded!” how do reluctant stayers respond?

IF 1.6 Q2 Business, Management and Accounting
Riann Singh
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Abstract

PurposeThis study takes a unique perspective on the role of psychological contract breach, turnover intentions and off-the-job embeddedness in influencing the behavior of reluctant stayers. More specifically, reluctant stayers are defined as employees who are high on turnover intentions and off-the-job embeddedness. It proposes that employees who perceive psychological contract breaches are more likely to develop turnover intentions. Such breaches are expected to indirectly spur organizational deviance, with turnover intentions as the mediator. Finally, a moderated-mediation model is proposed where off-the-job embeddedness is expected to moderate the relationship between turnover intentions and organizational deviance.Design/methodology/approachData were collected from 231 employees across the energy sector within the Caribbean nation of Trinidad, using a two-wave research design and a path-analytic approach.FindingsThe findings provide support for the propositions that perceived psychological contract breach predicts turnover intentions and that turnover intentions mediate the contract breach–organizational deviance relationship. Further, the proposition that off-the-job embeddedness moderates the relationship between turnover intentions and organizational deviance was supported by the sample data. Consequently, reluctant stayers (employees with high turnover intentions and high off-the-job embeddedness) responded to perceived psychological contract breach with higher levels of organizational deviance when they were more deeply embedded.Originality/valueLimited studies have explored the behaviors of reluctant stayers, and hence this study adds to research on this emerging classification of employees. Furthermore, no study has yet explored the role of high turnover intentions and off-the-job embeddedness in creating reluctant stayers.
“我的合同被违反了,我想离开,但我被嵌入了!”不情愿的留守者如何回应?
目的本研究以独特的视角探讨心理契约违约、离职意向和离职嵌入对不情愿离职员工行为的影响。更具体地说,不情愿留下来的员工被定义为离职意愿高和离职嵌入程度高的员工。研究表明,感觉到心理契约违约的员工更有可能产生离职意向。这种违规行为会间接刺激组织偏差,而离职意向是中介因素。最后,本文提出了一个有调节的中介模型,其中工作外嵌入性对离职意向和组织偏差之间的关系具有调节作用。设计/方法/方法采用双波研究设计和路径分析方法,从加勒比海国家特立尼达的能源部门的231名员工中收集数据。研究结果支持了心理契约违约感知预测离职倾向、离职倾向中介契约违约与组织偏差关系的假说。此外,样本数据支持了职外嵌入调节离职意向与组织偏差之间关系的命题。因此,不情愿留下来的员工(具有高离职意向和高离职嵌入性的员工)在被感知到的心理契约违约中,当他们的嵌入程度越深时,组织越轨的水平就越高。独创性/价值有限的研究已经探索了不情愿留下来的人的行为,因此这项研究增加了对这一新兴员工分类的研究。此外,目前还没有研究探讨高离职意向和离职嵌入性在创造不情愿留下员工中的作用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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