The impact of employees' attitudes and behaviors upon job performance and intention to leave: The mediating role of psychological contracts

The main purpose of this study to evaluate the impact of employees' attitudes and behaviors upon job performance and intention to leave and mediating role of psychological contracts on the relationship. The research model and hypotheses were developed upon reviewing theoretical background and survey results existing in the literature. The purpose of this study is to underline the importance of the retention of key employees in this era of intense competition in the business environment as well as continuous adaptation for changing labor market conditions. By developing organizational attitudes and behaviors in a positive way, it is intended to contribute to the recruitment process and provide recommendations based on the conclusions reached. The sample data consisting of responses from 868 employees was considered suitable for the analysis. In quantitative part of the study, reliability and validity analysis, exploratory and confirmatory factor analysis, correlation analysis were used for the analysis of the data. The proposed hypothetical model and the data obtained were analyzed quantitatively using Structural Equation Modeling (SEM). The findings indicated that work engagement has a positive impact on job performance and intention to leave while organizational identification only has a significant impact on job performance. The findings of the study also highlight that the relational psychological contracts have mediating effect on the relationship between work engagement, organizational identification and intention to leave. Key Words :Work Engagement, Organizational Identification, Affective Commitment, Job Performance, Intention to Leave, Psychological Contracts