Abstract:

Purpose - This study examines the relationship of psychological contract breach with detected organizational support (AED) and employment. In particular, this study investigates the role of the AED in the relationship between psychological contract breach and employment. This research, based on the theory of resource protection, suggests that psychological contractual violations will weaken the organizational support perception of employees and consequently reduce the employment of employees. Method - The research data was collected from private sector organizations operating in different areas in Turkey. The sample of the study consists of 642 full-time employees with at least one year of organization experience. The hypotheses of the study have been tested using the structural equality model, the bootstrap method and ANOVA. The findings - the findings obtained show that the mediation hypothesis is supported. In this regard, it has been found that psychological contract breach can reduce the employment of employees through a reduced AED. In addition, findings have shown that age, organizational experience and job position are meaningful and positive related to employment. At the same time, the results of the research have provided support for the fact that the employment scale has a valid structure in the context of Turkey. Discussions - This study has expanded the harmful consequences of the psychological contract breach on the employee and the organization by linking the psychological contract breach to employment. The contribution of the research, practical findings and limitations were discussed, recommendations for future studies were presented.

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