Openly accessible

An examination of psychological contracts, careerism and intention to leave

Johansen, Sigrid M. and von Treuer, Kathryn 2012, An examination of psychological contracts, careerism and intention to leave, Career development international, vol. 17, no. 5, pp. 475-494.

Attached Files
Name Description MIMEType Size Downloads
hamilton-anexamination-post-2012.pdf Author post print application/pdf 496.13KB 131

Title An examination of psychological contracts, careerism and intention to leave
Author(s) Johansen, Sigrid M.
von Treuer, Kathryn
Journal name Career development international
Volume number 17
Issue number 5
Start page 475
End page 494
Total pages 20
Publisher Emerald Group Publishing Limited
Place of publication West Yorks, England
Publication date 2012
ISSN 1362-0436
1758-6003
Keyword(s) psychological contract
careerism
ITL
turnover intentions
Summary Purpose - The aim of this paper is to investigate the relationships between elements of the psychological contract (i.e., type and fulfilment) and an employee’s intention to leave (ITL) their current organisation. The role of careerism as a potential mediating and moderating variable is also explored.

Design/methodology/approach - Allied Health Professionals (N=202) completed a questionnaire containing measures of the psychological contract, careerism and ITL.

Findings - As predicted, path analyses conducted via structural equation modelling demonstrated that careerism partially mediates the relationship between contract types and ITL. These findings suggest that employees with transactional contracts are more careerist, resulting in higher ITL, while employees with relational contracts are less careerist, resulting in lower ITL. Contrary to expectation, a hierarchical multiple regression analysis revealed that careerism failed to moderate the relationship between perceived contract fulfillment and ITL. However, a strong positive association between contract fulfillment and ITL was found.

Research limitations/implications - The data were collected cross-sectionally, which limits the ability to make causal inferences.

Practical implications - Results were consistent with the proposition that contract type and fulfillment predict employee ITL. It appears that employees with relational contracts are more likely to remain with their organization on a longer-term basis, compared to employees with transactional contracts, due to differences in career motives. Organizational awareness and understanding of employee psychological contracts and career motives is needed.

Originality/value - This paper provides new theoretical and practical insights on how psychological contracts and careerism can influence Intention to leave among Allied Health Professionals.
Language eng
Field of Research 170107 Industrial and Organisational Psychology
Socio Economic Objective 920505 Occupational Health
HERDC Research category C1 Refereed article in a scholarly journal
Copyright notice ©2012, Emerald Group Publishing Limited
Persistent URL http://hdl.handle.net/10536/DRO/DU:30047157

Document type: Journal Article
Collections: School of Psychology
Open Access Collection
Connect to link resolver
 
Unless expressly stated otherwise, the copyright for items in DRO is owned by the author, with all rights reserved.

Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.

Versions
Version Filter Type
Access Statistics: 107 Abstract Views, 132 File Downloads  -  Detailed Statistics
Created: Tue, 14 Aug 2012, 14:28:53 EST by Jane Moschetti

Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.