|Title:||EOR, psychological contract fulfilment, personality, and turnover|
|Advisors:||Shaw, Jason (MM)|
|Subject:||Hong Kong Polytechnic University -- Dissertations|
|Department:||Faculty of Business|
|Pages:||viii, 115 pages : illustrations|
|Abstract:||The author of this study proposes a moderated mediation model of the relationships among employee-organization relationships (EOR), psychological contract fulfilment perceptions, personality, and turnover. EOR is expected to relate to turnover intentions in that, turnover will be lowest among employees who perceive that their employer offers a mutual investment or over-investment employment relationship. Psychological contract fulfilment perceptions are expected to mediate the effects. In addition, extraversion and neuroticism personality dimensions are expected to moderate the relationship between psychological contract fulfilment perceptions and turnover, yielding a moderated-mediation theoretical model. A three-wave study of new graduates from Hong Kong universities and from an online survey platform is used to test the predictions. Multiple regression techniques are adopted to test the propositions. The results indicate that higher psychological contract fulfilment occurs in mutual investment and over-investment dimensions. The highest occurs in the over-investment quadrant. In contrast, lower perceptions of psychological contract fulfilment occur in under-investment quadrant and quasi-spot contracts. Lowest perceptions of psychological contract fulfilment occur at the under-investment quadrant. The author discusses the theoretical and practical implications of the results and directions for future research.|
|Rights:||All rights reserved|
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