Psychological Contract Breach, Psychological Capital & Turnover Intention Among Private Sector Employees

Abstract

The aim of the study was to explore the relationship between Psychological Contract Breach, Psychological Capital and Turnover Intention among private sector employees of Pakistan. Itwashypothesizedthatthereis likely tobea relationship of Psychological Contract Breach and Psychological Capital (self-efficacy, optimism, hope, and resilience) with Turnover Intention among Private Sector Employees. A sample of 253 responses has been collected from private sector employees. Correlational researchdesignwasused toconductthestudy.Asampleof253private sector employees,bothmen (N=169) and women (N=84) with the age range of 23-50 (M=31.39, SD=5.50) years were recruited by using convenient samplingfromdifferentprivatecompanies. The Psychological Contract Breach Scale (PCB) (Robinson & Morrison, 1995), Psychological Capital Questionnaire (PsyCap) (Luthan et al., 2011) and Turnover Intention Scale (TIS – 6)(Bothma & Roodt, 2013)wereusedtomeasuretheconstructsalongwith Demographic Information Sheet and informed consent.Pearson product moment correlation analysis showed that Psychological Contract Breach had a significant relationship with turnover Intention. Furthermore, the results showed that among various subscales of Psychological Capital (Hope, Efficacy, Resilience & Optimism), Resilience and optimism showed a significantly negative association with turnover Intention while efficacy and hope showed a non-significant correlation with Turnover Intention.This study highlights the importance of capacity to reveal practical information that can guide the creation of more effective management strategies, supporting stability and expansion in the region's private sector.