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Psychological Contract and Employee Turnover Intention among Nigerian Employees in Private Organizations

Author

Listed:
  • Salisu Umar

    (Ahmadu Bello University, Nigeria)

  • Kabiru J. Ringim

    (Ahmadu Bello University, Nigeria)

Abstract

The psychological contract is an important emerging area of human resource researchers and practitioners. Increasing recognition of the importance of human resources in enhancing organizational performance, coupled with wider concerns about reputation and competitions have made the issue of psychological contract of highly relevant to researchers and those managing organizations. This study is a response to the call for more study in the developing countries and non-western culturally based societies. Hence, the objective of the study is to examine the relationship between Psychological contract factors operationalized in terms of transactional, rational and balance psychological contracts and employee turnover intention in private sector organization in Nigeria. A structured questionnaire adapted and validated for this study was used to ascertain the responses of the respondents. A survey and cross sectional research design was used and self administered questionnaire with help of research assistant were used to collect the data from 280 samples. The analysis was conducted using SPSS, the major findings of the study indicated that transactional psychological contract has a strong positive significant relationship with turnover intention of employee in private organization in Nigeria. Also, the relational and balance psychological contracts dimensions were significantly related to turnover intention to leave a private organization. The owner/managers, regulatory agencies, government and other stakeholders will benefit from the findings, and future research suggestions were provided.

Suggested Citation

  • Salisu Umar & Kabiru J. Ringim, 2015. "Psychological Contract and Employee Turnover Intention among Nigerian Employees in Private Organizations," MIC 2015: Managing Sustainable Growth; Proceedings of the Joint International Conference, Portorož, Slovenia, 28–30 May 2015,, University of Primorska, Faculty of Management Koper.
    • Handle: RePEc:mgt:micp15:219-229
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    References listed on IDEAS

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    1. Mor Barak, Michalle E. & Levin, Amy & Nissly, Jan A. & Lane, Christianne J., 2006. "Why do they leave? Modeling child welfare workers' turnover intentions," Children and Youth Services Review, Elsevier, vol. 28(5), pages 548-577, May.
    2. Festing, Marion & Schäfer, Lynn, 2014. "Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective," Journal of World Business, Elsevier, vol. 49(2), pages 262-271.
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