Influence of Psychological Contract, Organisational Justice and Organisational Commitment Among Dispatched Employees’ Turnover Intention: Evidence from Chinese MNCs
Anusuiya Subramaniam1, Li Sha2
1Anusuiya Subramaniam, Faculty of Business & Management, Asia Pacific University of Technology & Innovation (APU),Technology Park Malaysia, Bukit Jalil, Kuala Lumpur, Malaysia.
2Li Sha, Faculty of Business & Management, Asia Pacific University of Technology & Innovation (APU),Technology Park Malaysia, Bukit Jalil, Kuala Lumpur, Malaysia.
Manuscript received on 06 February 2019 | Revised Manuscript received on 12 February 2019 | Manuscript Published on 19 February 2019 | PP: 294-298 | Volume-7 Issue-5S January 2019 | Retrieval Number: ES2158017519/19©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Labour dispatching is emerging as flexible and effective employment model in the labour system, where it plays an effective role in reducing the labour costs. Nevertheless, research among dispatched employees are scarce. Thus, the purpose of this study was to identify the following: (1) relationship between psychological contract and turnover intention, (2) relationship between organisational justice and turnover intention and (3) organisational commitment and turnover intention among dispatched employees attached to Multinational Corporations in China. This study will look in depth on how these factors will affect the dispatched employees’ turnover intention. A questionnaire-based survey was carried out among dispatched employee in Multinational Corporations in China. Purposive sampling was utilized. The survey yielded 213 responses. The results were analysed using SPSS 22.0. Findings of this study revealed the following: (1) when dispatched employees begin to realize that employers cannot meet the expectations of the contract and identify occurrence of betrayal, dispatched employees will have higher intention to move out of the organisation, (2) unfair work environment generates tension within an individual, which may eventually result in a reduction on dispatched employees’ belonging towards the organisation and (3) dispatched employees who are more committed to the organisation are less inclined to leave. In conclusion, the influencing mechanism of dispatched employees’ turnover intention were identified through this study.
Keywords: Psychological Contract, Organisational Justice, Organisational Commitment, China.
Scope of the Article: Social Sciences