Mediating role of organizational identification between psychological contract violation and turnover intention
Bibliographic Data
| ID | 21283235 |
|---|---|
| Authors | Shuhong Gao (Changzhou Institute of Mechatronic Technology), Geumchul Um (Gachon University, corresponding author) |
| Year | 2026 |
| Volume | 267 |
| Pages | 107150 |
| Publication date | 2026-07-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Acta Psychologica (JOURNAL) |
| Journal identifiers | ISSN: 0001-6918 • E-ISSN: 1873-6297 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.actpsy.2026.107150 |
| PMID | 42224896 |
| OpenAlex | W7163039778 |
| Language | EN |
| References cited | 71 |
This study examined how job embeddedness (EM) serves as a moderating factor and how organizational identification (OI) functions as a mediator in the relationship between psychological contract breach and intention to leave the organization. This study employed a survey and collected data from 305 respondents in the United States. The findings reveal that psychological contract violation (PCV) is positively associated with turnover intention (TI) and negatively related to organizational identification (OI). Moreover, in the relationship between PCV and TI, EM plays moderating and mediating roles, respectively, in the relationship between PCV and OI plays a mediating role. In terms of its contribution to the literature, this study advances research on the relationship between PCV and TI by validating the mechanism of OI and establishing the boundary condition for EM. This study also offers practical guidelines for mitigating TI by enhancing employees' organizational commitment within routine work environments
Identification (biology) · Organizational commitment · Organizational identification · Psychological contract · Turnover intention · Behavioral Health and Interventions · Franchising Strategies and Performance · Job Satisfaction and Organizational Behavior
Psychological and implied contracts in organizations
Leader–member exchange (LMX) and culture
Identification in Organizations
Perceived organizational support and employee diligence, commitment, and innovation.
Organizational identification
Knowledge Exchange and Combination
When Employees Feel Betrayed
Changing Obligations and the Psychological Contract
A Meta-Analytic Review of Social Identification and Health in Organizational Contexts
Loyal From Day One
Expanding the Impact of the Psychology of Working
Decent Work
Refugees' career capital welcome? Afghan and Syrian refugee job seekers in Austria
Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction
Foci and correlates of organizational identification
Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover.
On the evaluation of structural equation models
Common method biases in behavioral research
Social Identity Theory and the Organization
Evaluating Structural Equation Models with Unobservable Variables and Measurement Error
Getting to the “COR”
Psychological Contracts
Study on the Effect of Employees’ Perceived Organizational Support, Psychological Ownership, and Turnover Intention
The development of psychological contract breach and violation
Is the psychological contract worth taking seriously
Violating the psychological contract
The more I want, the less I have left to give
Evidence toward an expanded model of organizational identification
Identification as an organizational anchor
The moderator–mediator variable distinction in social psychological research
Nonresponse Rates and Nonresponse Bias in Household Surveys
Practical Issues in Structural Modeling
Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification
| Citation velocity | historical |
|---|---|
| Highly cited | No |