Perceptions of employment relations and permanence in the organization: mediating effects of affective commitment in relations of psychological contract and intention to quit.
Working conditions in call/contact centers influence employees' perceptions of their relations with the organization and their attitudes to work. Such perceptions can be analyzed through the psychological contract. The association between the relational/transactional orientation of the psychological contract and intention to quit the organization was examined, as well as the mediating role of affective commitment in employment relations. Data were collected from 973 employees in a cross-sectional survey. Analysis confirmed that there was a statistically significant relation between the orientation of the psychological contract and intention to quit, which was positive for transactionally oriented and negative for relationally oriented contracts. A mediating role for affective commitment was also confirmed, and a full mediating effect was reported for both orientations.
Faculty of Health Sciences, Rey Juan Carlos University, Madrid. carlosmaria.alcover@urjc.es
Carlos-María
CM
Alcover
David
D
Martínez-Iñigo
Maria José
MJ
Chambel
D000328:Adult; D000339:Affect; D001290:Attitude; D032982:Contracts; D003430:Cross-Sectional Studies; D004651:Employment / Q000523:psychology* / Q000706:statistics & numerical data; D005260:Female; D006801:Humans; D033182:Intention; D007588:Job Satisfaction; D008297:Male; D015279:Organizational Culture; D010558:Personnel Loyalty; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D012938:Social Perception; D013030:Spain