Mediation effect of psychological contract between personality dimensions and turnover intention.
| Autor | Saeed, Maryam |
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Introduction
Greatest research has inspected the consequence of psychological contract (PC) breach on job outcomes (Hao et al., 2007). This study discovered using a PC as a mediator in the association between personality dimensions and job outcomes [1]. The effects of five-factor personality dimensions on forming PC and turnover intention theoretically contribute to elaborating concepts about how different types of personalities perceive and form PCs with organizations. These PC types have a major role in the turnover of organizations. Trends likes' demographic variety, short-term contracts, downsizing and reengineering have changed traditional PC perception. These trends become vague to both parties i.e. employer and employee regarding obligations, which makes it difficult for an organization to fulfil them. Additionally, different representatives of organizations including line managers and human resource manager send different messages relating to expectations and obligations of contracts (David et al., 2003). Mutual obligations between employer and employee associations are serious problems. These mutual obligations partially put on documentation in the form of written formal contracts about employment but most of the parts are unspoken that are secretly held and rarely converse (Rousseau, 1990). As a result, employees remain unclear about contracts with their organizations. Therefore, it is important to study PC and its impact on turnover intention, which is considered as a personal desire to leave the organization (Elangovan, 2001). Personality strongly associated with work attitudes and behaviour (Barrick and Mount, 2005). Therefore, personality dimensions are taken as an independent variable for seeing the effect on the turnover intention with the mediation of PC. This research can help organizations to look into the personality phases for recruiting employees. A breach in the contract can occur from both objective and subjective factors that organizations have not the ability to control. If employees are hired with a convincing personality dimension that will resist employees from perceiving contract breach. This study is a proposal of theoretic arguments that foresee PCs people with certain personality dimensions will create and how they will perceive contract breaches. Moreover, we consider how PCs are associated with turnover intention. This study takes a PC as a whole to test mediation between personality dimensions and turnover intention of software engineers working in multinational communication and information technology companies in Pakistani culture.
Research has found that employee issues are a major contributor to the failure of many organizations. The mediation effects of the PC between personality dimensions and turnover intention will be helpful for solving issues of employees' retention. Hence, the problem statement is to investigate how employees of different personalities build their PC with their employers in an organization and consequently how it affects their turnover intentions.
The objectives of this study are as follows:
To empirically investigate the effect of personality dimensions (extroversion, agreeableness, openness to experience, emotional stability and conscientiousness) on employee turnover intentions.
To empirically investigate mediation of PC between dimensions of personality (extroversion, agreeableness, openness to experience, emotional stability and conscientiousness) and turnover intentions.
For this study, the researcher considered 10 following hypotheses:
H1a. Extroversion has a significant relationship with turnover intentions.
H1b. Conscientiousness has a significant relationship with turnover intention.
H1c. Emotionally stability has a significant relationship with turnover intention.
H1d. Agreeableness has a significant relationship with turnover intention.
H1e. Openness to experience has a significant relationship with turnover intention.
H2a. The PC mediates the relationship between extroversion and turnover intentions.
H2b. The PC mediates the relationship between conscientiousness and turnover intentions.
H2c. The PC mediates the relationship between emotional stability and turnover intentions.
H2d. The PC mediates the relationship between agreeableness and turnover intentions.
H2e. The PC mediates the relationship between openness to experience and turnover intentions.
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Literature review
2.1 Personality
It is the individual's stable pattern of cognition, motivation and behaviour revealed across context (Goldberg, 1993). It consisted of five dimensions, namely, extroversion, agreeableness, conscientiousness, emotional stability and openness to experience (Goldberg, 1990).
2.1.1 Extroversion. Extraversion is a trait that indicates people are active firm, dynamic and sociable (Goldberg, 1990).
2.1.2 Agreeableness. Agreeableness includes traits such as warmness, dependence, politeness and cooperativeness (Goldberg, 1990).
2.1.3 Conscientiousness. Conscientious individuals are organized, accountable, dependable, thorough and hardworking (Goldberg, 1990).
2.1.4 Emotionally stability. Emotional stability is related to the well-being and emotional stability of individuals experiencing emotions (Goldberg, 1990).
2.1.5 Open to experience. Openness to experience is defined through open-mindedness, divergent thinking, manifestation and logical and artistic creativity (Correa et al., 2010).
2.2 Psychological contract
PC consisted of an individual faith relating to reciprocal responsibilities in the context of associations between organization and employee (Rousseau, 1990). Two broad types of PC consisted of transactional and relational contracts. These two broad types of PCs varied on five essential elements. Five elements consisted of a focus of the contract, timeframe, stability, scope and tangibility (Rousseau and McLean-Parks, 1993). The transactional contract consisted of a short-term period in which both parties had limited involvement. The relational contract consisted of a long-term period in which loyalty replaced in exchange for safety and growth in an organization (Morrison and Robinson, 1997). PCs converted into transactional contracts after a violation (Robinson et al., 1994).
2.3 Turnover intention
Turnover intention (TI) represents the paradigm when the employee decides to leave the organization (Hulin, 1991). TI is considered as a personal desire to leave the organization (Elangovan, 2001). Intention to quit recognized as one of the important factors of turnover behaviour (Brigham et al., 2007). Intentions to quit looked as a predictor of actual turnover (Griffeth et al., 2000).
2.4 Personality and turnover intention
Personality dimensions of openness, conscientiousness, extroversion and agreeableness positively and significantly predicted job turnover intentions (Sifuna and Musenze, 2014). Individuals higher in EPD had a more positive effect, which made the cause of experiencing positive emotions (Clark and Watson, 1999). An emotionally unstable personality dimension showing negative emotions experienced interpersonal conflict and less social support from coworkers. Thus, they had higher stress levels and higher intentions to quit (Organ, 1990).
2.5 Personality and psychological contract
High conscientiousness personality dimension was motivated for task completion as compared to monetary rewards (Stewart, 1996). Therefore, they preferred long-term relationships in a PC rather than the short-term. An emotionally unstable personality dimension had no stability in their emotions and remained worried, therefore had less stamina for tolerating changes in the PC (Goldberg, 1990). Neurotics did not prefer to obligate in a long-term relationship in a contract because of these characteristics hold by them. EPD had a social, assertive and determined attitude (Costa and McCrae, 1992). They had an aspiration for status, appreciation, material gaining and for authority and job satisfaction (Judge and Ilies, 2002). They preferred long term relationships in a PC. Because, they had an aspiration for gaining status, recognition, power and for social networking that they could not get in a short-term relationship (Krackardt, 1990). People who had scored high on EPD perceived relational and ideological contracts (Vantilborgh et al., 2013). Openness to experience personality dimension (OEPD) had no interest in intrinsic PC inducements (Nikolaou et al., 2007).
2.6 Psychological contract and turnover intention
Violation in PC involved reactions raised due to perceptions of un-fulfilment obligations (Robinson and Morrison, 2000). Violations in PC associated with three categories of employee behavior, namely, intention to quit, neglect of in-role job duties and organizational citizenship behaviours with partial mediation of unmet expectations and job dissatisfaction (William and Daniel, 2000). A positive association found between relational PC breach and turnover intention but was not perceived between transactional contract breach and turnover intention (Aykan, 2014).
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Methodology
3.1 Conceptual framework
The conceptual framework is shown in Figure 1.
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