Publication Date
Fall 2024
Degree Type
Thesis
Degree Name
Master of Science (MS)
Department
Psychology
Advisor
Megumi Hosoda; Howard Tokunaga; Olga Baryshnikova
Abstract
The intentions for an employee to voluntarily leave their position at an organization has been widely researched, given it is a strong determinant of actual employee turnover. Psychological contract breach (PCB), an employee’s perception that their organization has failed to fulfill its promises or obligations, has been identified as a known predictor of employee turnover intention. While various moderators of the relationship between PCB and turnover intention have been explored in previous research, current literature had yet to examine how the job insecurity employees experience might be associated with this relationship. Therefore, the present study examined job insecurity as a moderator of the relationship between PCB and turnover intention. A sample of 83 participants completed an online survey measuring PCB, turnover intention, and job insecurity. Results showed the opposite of what was hypothesized. More specifically, results showed that employees with lower quantitative and qualitative job insecurity were slightly more likely to consider leaving their organization if they experienced PCB compared to those with high quantitative and qualitative job insecurity. It was suggested that organizations seek to minimize PCB by creating a safe space for employees to voice concerns and communicate in a transparent and consistent manner, while also instilling confidence in job security when it is faithful to do so if there is speculation in the workplace resulting in insecurities.
Recommended Citation
Clark, Madeline R., "The Moderating Role of Job Insecurity on the Relationship Between Psychological Contract Breach and Employee Turnover Intention" (2024). Master's Theses. 5588.
DOI: https://doi.org/10.31979/etd.qe9r-4daj
https://scholarworks.sjsu.edu/etd_theses/5588
