A Cross-level Analysis of Organizational Change on Employees’ Turnover Intention: The Mediating Effects of Psychological Contract Breach and Shared Mental Model

• Main Authors: Tung-Ming Lin, 林桐銘
• Other Authors: Ming-Chu Yu
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/m8u8hw

博士 === 國立中山大學 === 人力資源管理研究所 === 104 === The purpose of this study is to examine the influence of organizational change on employees’ psychological contract, shared mental model and their turnover intention by using a cross-level of organizational change theory. Based on the perspective of social cognitive theory, this study draws on employees’ subjective cognitive state as a linking mechanism to connect the relationship among all related variables. 　　Data were collected from 45 diverse organizations involving 973 employees who provided the information about organizational change, psychological contract, shared mental model, turnover intention, and demographic variables in Taiwan. Hierarchical linear modeling technique was utilized to test two cross-level mediation models. One model is labeled 2-1-1, the three numbers indicating organizational change (Xj), psychological contract (Mij), and turnover intention (Yij) , and the other model is labeled 2-2-1, the three numbers indicating organizational change (Xj), shared mental model (Mj), and turnover intention (Yij). The results show that both psychological contract breach at the individual level and shared mental model at the organizational level fully mediated the relationship between organizational change and turnover intention. Implications for practice and directions for future research are discussed.