The effect of violation of psychological contract on the ıntention to leave the job

The employment contracts that involve mutual commitments between the employer and the employee, the concept of psychological contract which both parties expect from each other is of particular importance. While the worker and the employer feel legally obligated to comply with the labor contracts, they frequently violate the provisions of the psychological contract. As a result of this violations, the perceptions of the parties against each other and the organization can change. Perceived organizational support and the intention to leave the job which is related with psychological contract have become important in recent years. The study was carried out on employee staff working in hotels with Tourism Management Certificate in Sanliurfa city center. In the present study, the effect of psychological contract violation on the intention of dismissal was investigated. For this purpose, organizational demographic information scale, organizational commitment scale and psychological contract scale were used to analysis. Data were analyzed by using IBM SPSS 24.0 and STATA 15.0 programs. From these analyses, it has been determined that there is a strong positive relationship between psychological contract violation and organizational commitment in the workplace. However, it has been concluded that organizational commitment increases as the opinion that there is no violation of psychological contract at work. In addition, as the level of education increased it was determined that organizational commitment increases and violation of contract belief are decreaseded.