The role of job embeddedness and alternative job opportunities in the effect of the perception of the psychological contract on the turnover intention: A research in the defence industry

Through this study; By examining the effect of psychological contract perception on intention to leave, it is aimed to reveal whether there is a mediator role of job embeddedness and alternative job opportunities have a regulatory role in the relationship between psychological contract perception and intention to leave. It is aimed to test the hypotheses based on theoretical grounds in order to determine the interactions of the mentioned variables with each other. In the study, quantitative method was used as a research approach, and relational and causal scanning was used as a design. Data were collected by survey method from 471 employees from the related organizations in the defense industry with the convenience sampling method. Through the study, correlation, confirmatory factor and regression analyzes were performed using SPSS 26.0, PROCESS 3.5 and AMOS 29.0 software products. The theoretical model put forward within the scope of this research has been tested with empirical research. When the research is evaluated; The effect of psychological contract perception on intention to leave is significant and inverse, correspondingly the effect of job involvement on intention to leave is significant and inverse. With the findings obtained within the scope of the study, job embeddedness has a partial mediating role in the effect of psychological contract on turnover intention. Alternative job opportunities have a moderating effect on the effect of psychological contract perception on turnover intention. It is believed that the findings obtained in this context will fill an important theoretical gap in the literature and will provide useful new perspectives to researchers, managers, employees and practitioners.