The Relationships among Psychological Contracts Fulfillment, Turnover Intention, and Organizational Citizenship Behavior: The Mediating Role of Job Dissatisfaction

• Main Authors: Yu-Yu Lin, 林育瑜
• Other Authors: Su-fen Chiu
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/11316624311260351303

碩士 === 國立臺灣科技大學 === 企業管理系 === 95 === Past empirical research on the psychological contract has focused on the relationship between psychological contract breach and employee attitudes and behaviors. Less attention has been paid to psychological contract fulfillment. The purpose of this study is to investigate the relationships among psychological contract fulfillment, turnover intention, and organizational citizenship behavior (OCB). This study also explores the mediating effect of job dissatisfaction on the relationship between psychological contract fulfillment, turnover intention, and organizational citizenship behavior. With a sample of 372 employees in Taiwan, the results of this study showed that psychological contracts fulfillment had a negative effect on turnover intention and a positive effect on OCB. Moreover, job satisfaction fully mediated the relationship between psychological contract fulfillment and turnover intention. Job dissatisfaction partially mediated the relationship between psychological contract fulfillment and OCB. The findings of this study have implications for research on psychological contracts and for managers to recognize the important of training, compensation, and job security in reducing job dissatisfaction, turnover intention and enhancing employee citizenship behaviors.