ISSN: 2222-6990
Open access
The study tried to analyze the relationship between perceived organizational support and turnover intention along with psychological contract breach. Researchers used SPSS version 21.0 to examine the data. The participants of this research are middle and top-level managers and their subordinates from the textile sector of Faisalabad city. Data was distributed among 215 participants and collect from 192. This research was tested at 0.05 to generate the hypothesis. The results of this study showed the positive relationship between turnover intention and perceived organizational support. The results also showed the positive relationship that psychological contract breach moderates between turnover intention and perceived organizational support. Moreover, this research includes recommendations, conclusions and future research.
Aliyu, O. A., & Nyadzayo, M. W. (2018). Reducing employee turnover intention: a customer relationship management perspective. Journal of Strategic Marketing, 26(3), 241-257.
Ashar, M., Ghafoor, M., Munir, E., & Hafeez, S. (2013). The impact of perceptions of training on employee commitment and turnover intention: Evidence from Pakistan. International journal of human resource studies, 3(1), 74-88.
Caesens, G., Marique, G., Hanin, D., & Stinglhamber, F. (2016). The relationship between perceived organizational support and proactive behaviour directed towards the organization. European Journal of Work and Organizational Psychology, 25(3), 398-411.
Chan, S. H., Chok, S. Y., Lae, S. Y., Lam, A. C., & Lee, C. Y. (2017). The Impact of Perceived Organizational Support, Job Satisfaction, Leader-Member Exchange (LMX) and Work-Life Balance On Employee's Turnover Intention in Manufacturing Industry, Malaysia. UTAR.
Chen, Y., Kim, Y.-K., Liu, Z., Wang, G., & Zhao, G. (2018). Can HPWS and Unions Work Together to Reduce Employee Turnover Intention in Foreign MNCs in China? Advances in Industrial and Labor Relations, 2017: Shifts in Workplace Voice, Justice, Negotiation and Conflict Resolution in Contemporary Workplaces (pp. 213-242): Emerald Publishing Limited.
Colakoglu, U., Culha, O., & Atay, H. (2010). The effects of perceived organisational support on employees' affective outcomes: evidence from the hotel industry. Tourism and hospitality management, 16(2), 125-150.
Cummann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organisational Assessment Questionnaire, University of Michigan. Ann Arbor, MI.
Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human resource development quarterly, 15(3), 279-301.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500.
Farooqui, M. R., & Ahmed, M. (2013). Why Workers Switch Industry? The Case of Textile Industry of Pakistan. Asian Journal of Business Management, 5(1), 130-139.
Gakovic, A., & Tetrick, L. E. (2003). Psychological contract breach as a source of strain for employees. Journal of business and psychology, 18(2), 235-246.
Gupta, V., Agarwal, U. A., & Khatri, N. (2016). The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement. Journal of advanced nursing, 72(11), 2806-2817.
Gyensare, M. A., Anku-Tsede, O., Sanda, M.-A., & Okpoti, C. A. (2016). Transformational leadership and employee turnover intention: The mediating role of affective commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 12(3), 243-266.
Hussain, T., & Asif, S. (2012). Is employees’ turnover intention driven by organizational commitment and perceived organizational support. Journal of quality and technology management, 8(2), 1-10.
Iqbal, S., Ehsan, S., Rizwan, M., & Noreen, M. (2014). The impact of organizational commitment, job satisfaction, job stress and leadership support on turnover intention in educational institutes. International journal of human resource studies, 4(2), 181-195.
Jaramillo, F., Mulki, J. P., & Solomon, P. (2006). The role of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Journal of Personal Selling & Sales Management, 26(3), 271-282.
Johnson, J. L., & O'Leary?Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(5), 627-647.
Khoo, H. Y., Chan, S. L., Leong, C. F., Ng, K. M., & Siam, W. C. (2017). High Performance Work
In-Text Citation: (Shafique, Din, Nadeem, Din, & Nawaz, 2018)
To Cite this Article: Shafique, M. Z., Din, M. Z. ud, Nadeem, M. T., Din, M. ud, & Nawaz, R. (2018). The Effects of Perceived Organizational Support on the Turnover Intention: A Case Study of Textile Sector. International Journal of Academic Research in Business and Social Sciences, 8(9), 547–558.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode