The influence of contract type on the mediating relationship between organizational identification, organizational commitment and turnover intentions
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2018-06-28
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en
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The goal of this study is to gain insight in how the type of contract an employee holds influences the relationship between workplace attachment and turnover intentions of employees by integrating insights from social identity theory and social exchange theory.
Based on the social identity theory, the social exchange theory and the integration of both theories, hypotheses are formulated. These hypotheses are tested with survey data that is gathered for a larger project. The hypotheses of this study are tested on the data of 501 respondents from this larger dataset.
In line with our expectations, a negative effect of organizational identification and organizational commitment on turnover intentions has been found. Furthermore, a positive effect of organizational identification on organizational commitment has been found. Moreover, this study provides evidence for organizational commitment as a mediator on the relationship between organizational identification and turnover intentions. Contrary to our expectations, the direct negative relationship between organizational identification and turnover intentions is stronger for temporary employees than for permanent employees. Above that, the mediating effect of organizational commitment appears to be stronger for temporary employees than for permanent employees. This empirical finding is contradicting existing theoretical frameworks.
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Faculteit der Managementwetenschappen