Bireysel ve kurumsal değerlerin uyuşmazlığı ve psikolojik kontratlar: Kontrat tipleri ve kontratın ihlali algısı

This study aimed to examine whether a) there is a relationship between (in)congruence ofindividual and organizational values and employees? psychological contract type andperceptions of contract violation; b) breach mediates the relationship betweenincongruence and violation; c) violation mediates the relationship between incongruenceand turnover intentions. A total of 491 white collar employees (260 of which have tenureof less than 2 years and 231 of which have tenure of at least 4 years) from 39 differentorganizations participated in this research. Results supported the view that, asincongruence increased employees started reporting more violation, for people orientation(weakly supported) and risk taking values (fully supported). Value congruence waspositively related to relational contracts. The relationship between incongruence andviolation was not mediated by breach for people orientation (weakly supported) and forrisk taking (fully supported). On the other hand, the relationship between congruence andviolation was mediated by breach for people orientation (weakly supported) and for risktaking (fully supported). Violation also mediated the relationship between incongruenceand turnover intention. Due to the fact that value incongruence can be associated withpsychological contract violation perceptions and increased turnover intentions and also dueto the necessity of keeping the high quality human capital in today's business world, hiringthe applicants whose values are congruent with the organizational values should be givenessential emphasis.Key Words: Value (In)congruence, Psychological Contract Types, Psychological ContractViolation, Psychological Contract Breach, Turnover Intention