Abstract:

This study aims to investigate the assumed direct and indirect relationships between psychological contract breach and turnover intention through psychological contract violation and perceived organizational support. Data for the sample was collected from 570 academicians from a variety of universities in Turkey. Hierarchical regression analyses were conducted to test the hypotheses. The results show that psychological contract breach was positively related to turnover intention and psychological contract violation mediates the relationship between psychological contract breach and turnover intention. Moreover, perceived organizational support moderates the relationship between psychological contract breach and turnover intention, and relationship between psychological contract breach and psychological contract violation. By examining the relationship between psychological contract breach, psychological contract violation, perceived organizational support and turnover intention, this study allows university managers to predict why psychological contract breach results in increased turnover intention and provides some clues on how university organizations can deal with the damaging effects of psychological contract breach.

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