A study on the role of perceived employability and workload in the relationship between psychological contract breach and turnover intention

The concept of the psychological contract consists of unwritten expectations. In these type of contracts, where parties may make changes without informing each other, to what degree the promisess are fullfilled may cause positive and negative attitudinal and behavioral consequences for organizations. For this very reason, psychological contract breaches are important matters needing to be considered by organizations. In this paper, the regulative impact of perceived employability and perception of work load was analyzed under the notions of psychological contract breach and intention to leave the job. The reasearch has been carried out by collecting data from the randomly selected employees of the five-star hotels in Istanbul. In the scope of the research, 420 questionnaires were distributed and 279 feedback were received. In order to test research hypotheses, frequency, reliability, correlation and regression analyses were applied on the data obtained from the surveys. As a result of the research, it was observed that psychological contract breach and intention to leave the job are directly related to one another and there is a moderator role of perceived employability and internal employability in the relationship between those two. However, whether the work load and external employability has a moderator effect could not be determined.