Mediation effect of psychological contract between personality dimensions and turnover intention
Keywords:
Extroversion personality dimension (EPD), Consciousness personality dimension (CPD), Agreeable personality dimension (APD), Openness to experience personality dimension (OEPD), Psychological contract (PC)Abstract
Purpose: This study aims to test the mediating role of psychological contract (PC) in a relationship between personality dimensions and turnover intention.
Design/methodology/approach: The current study is analytical in nature. The data for the purpose of the analysis is collected from 300 software engineers working in Lahore, Punjab. Purposive sampling technique is used for the collection of this data. The response rate was 87.33 per cent. Different data analysis techniques such as correlation, regression analysis, are used to test the 10 hypotheses of the study. Moreover, the study adopted a cross-sectional survey design.
Findings: According to regression analysis, extroversion, conscientiousness and agreeableness personality dimensions brought positive but insignificant increments in turnover intention. However, emotionally stable personality dimensions brought positive and significant increments in turnover intention. Open to experience personality dimension brought negative but insignificant decrement in turnover intention. Results showed extroversion personality dimension brought a very less but insignificant increment in variations of PC, which have higher contributions in variations of turnover intention. Emotional stable, conscientiousness and agreeableness personality dimensions brought also very less but a significant increment in PC. Open to experience personality dimension have negative but insignificant decrement in PC. Results showed the mediation impact of PC among emotional stability, conscientiousness and agreeableness personality dimensions and turnover intention. However, PC does not mediate among extroversion, open to experience personality dimensions and turnover intention. The paper concludes with recommendations for further research.
Originality/value: This study will help the organization in reducing the turnover rate and can enhance the motivation level of their employees
DOI: https://doi.org/10.1108/JEFAS-06-2019-0101
Downloads
References
Aykan, E. (2014), “Effects of perceived psychological contract breach on turnover intention: intermediary role of loneliness perception of employees”, Procedia - Social and Behavioral Sciences, Vol. 150, pp. 413-419.
Barrick, M. and Mount, M. (1996), “Effects of impression management and self-deception on predictive validity of personality constructs”, Journal of Applied Psychology, Vol. 81 No. 3, pp. 261-272.
Barrick, M.R. and Mount, M.K. (2005), “Yes, personality matters: moving on to more important matters”, Human Performance, Vol. 18 No. 4, pp. 359-372.
Brigham, K.H., Castro, J.O. and Shepherd, D.A. (2007), “A person-organization fit model of owner-managers’ cognitive style and organizational demands”, The Service Industrial Journal, Vol. 5 No. 2, pp. 1042-2587.
Chamorro-Premuzic, T. and Reichenbacher, L. (2008), “Effects of personality and threat of evaluation on divergent and convergent thinking”, Journal of Research in Personality, Vol. 42 No. 4, pp. 1095-1101.
Clark, L. and Watson, D. (1999), “Temperament: a new paradigm for trait psychology”, in Pervin, L.A. and John, O.P. (Eds), Handbook of Personality, 2nd ed., Guilford, New York, NY, pp. 399-423.
Correa, T., Hinsley, A.W. and de Zuniga, H.G. (2010), “Who interacts on the web? The intersection of users’ personality and social media use”, Computers in Human Behavior, Vol. 26 No. 2, pp. 247-253.
Costa, P.T. and McCrae, R.R. (1992), “Four ways five factors are basic”, Personality and Individual Differences, Vol. 13 No. 6, pp. 653-665.
David, T., Kevin, A. and Elizabeth, R. (2003), “Cultural variation and the psychological contract”, Journal of Organizational Behavior, Vol. 24 No. 5, pp. 451-471.
Elangovan, A.R. (2001), “Causal ordering of stress, satisfaction, and commitment and intentions to quit: a structural equation analysis”, Leadership and Organization Development Journal, Vol. 22 No. 4, pp. 159-167.
Fumham, A., Swami, V., Arteche, A. and Chamorro-Premuze, T. (2008), “Cognitive ability, learning approaches and personality correlates of general knowledge”, Educational Psychology, pp. 427-437.
Goldberg, L. (1990), “An alternative description of personality: the big five-factor structure”, Journal of Personality and Social Psychology, Vol. 59 No. 6, pp. 1216-1229.
Goldberg, L. (1993), “The structure of phenotypic personality traits”, American Psychologist, Vol. 48 No. 1, pp. 26-34.
Griffeth, R., Hom, P. and Gaertner, S. (2000), “A meta-analysis of antecedents and correlates of employee turnover: update, moderator test and research implications for the next millennium”, Journal of Management, Vol. 26 No. 3, pp. 463-488.
Hao, Z., Sandy, W., Brain, G. and Jesus, P. (2007), “The impact of psychological contract breach on work-related outcomes: a meta-analysis”, Personnel Psychology, Vol. 60, pp. 647-680.
Hulin, C. (1991), “Adaption, persistence and commitment in organizations”, in Dunnette, M.D. and Hough, L.M. (Eds), Handbook of Industrial and Organizational Psychology, 2nd ed., Vol. 2, Consulting Psychologist Press, Palo Alto, CA, pp. 445-505.
Judge, T.A. and Cable, D.M. (1997), “Applicant personality, organizational culture and organization attraction”, Personnel Psychology, Vol. 50 No. 2, pp. 359-394.
Judge, T. and Ilies, R. (2002), “Relationship of personality to performance motivation: a meta-analytic review”, Journal of Applied Psychology, Vol. 87 No. 4, pp. 797-807.
Krackardt, D. (1990), “Assessing the political landscape: structure, cognition and powering organizations”, Administrative Science Quarterly, Vol. 35, pp. 342-369.
Maertz, C. and Griffeth, R. (2004), “Eight motivational forces and voluntary turnover: a theoretical synthesis with implications for research”, Journal of Management, Vol. 30 No. 5, pp. 667-683.
Masemola, S. (2011), “Employee turnover intentions, organizational commitment and job satisfaction in a post-merger tertiary institution: the case of the University of Limpopo”.
Morrison, E. and Robinson, S. (1997), “When employees feel betrayed: a model of how psychological contract violation develops”, Academy of Management Review, Vol. 22 No. 1, pp. 226-256.
Nikolaou, I., Tomprou, M. and Vakola, M. (2007), “Individuals’ inducements and the role of personality: implications for psychological contracts”, Journal of Managerial Psychology, Vol. 22 No. 7, pp. 649-663.
Organ, D. (1990), “The motivational basis of organizational citizenship behavior”, in Staw, B. and Cummings, L. (Eds), Research in Organizational Behavior, Vol. 12, JAI, Greenwich CT, pp. 43-72.
Raja, U., Johns, G. and Ntalianis, F. (2004), “The impact of personality on psychological contracts”, Academy of Management Journal, Vol. 47 No. 3, pp. 350-367.
Robinson, S., Kraatz, M. and Rousseau, D. (1994), “Changing obligations and the psychological contract: a longitudinal study”, Academy of Management Journal, Vol. 37, pp. 137-152.
Robinson, S. and Morrison, E. (2000), “The development of psychological contract breach violation: a longitudinal study”, Journal of Organizational Behavior, Vol. 21 No. 5, pp. 525-546.
Roscoe, J. (1975), Fundamental Research Statistics for the Behavioural Sciences, Holt Rinehart and Winston Publishers, New York, NY.
Rousseau, D.M. (1990), “New hire perceptions of their own and their employer’s obligations: a study of psychological contracts”, Journal of Organizational Behavior, Vol. 11 No. 5, pp. 389-400.
Rousseau, D.M. (1995), “Psychological contracts in organizations: understanding written and unwritten agreements”, Academy of Management, Vol. 18 No. 1, pp. 120-127.
Rousseau, D. and McLean-Parks, J. (1993), “The contracts of individuals and organizations”, Research in Organizational Behavior, Vol. 15, pp. 1-43.
Salgado, J. (2002), “The big five personality dimensions and counterproductive behaviors”, International Journal of Selection and Assessment, Vol. 10 Nos 1/2, pp. 117-125.
Sifuna, M. and Musenze, A. (2014), “Personality dimensions and job turnover intentions: findings from a university context”, International Journal of Management, Vol. 4 No. 2, pp. 153-164.
Stewart, G. (1996), “Reward structure as a moderator of the relationship between extraversion and sale performance”, Journal of Applied Psychology, Vol. 81 No. 6, pp. 619-627.
Vantilborgh, T., Bidee, J., Pepermans, R., Willems, J., Huybrechts, G. and Jegers, M. (2013), “Revisiting the relationship between personality and psychological contracts: a moderated mediation model explaining volunteer performance”, Social Service Review, Vol. 87 No. 1, pp. 158-186.
William, T. and Daniel, F. (2000), “Reexamining the effects of psychological contract violation: unmet expectations and job dissatisfaction as mediators”, Journal of Organizational Behavior, Vol. 21, pp. 25-42.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Journal of Economics, Finance and Administrative Science
This work is licensed under a Creative Commons Attribution 4.0 International License.
