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| Hlavní autoři: | , |
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| Médium: | Recurso digital |
| Jazyk: | |
| Vydáno: |
Zenodo
2025
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| On-line přístup: | https://doi.org/10.5281/zenodo.18308784 |
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- <p>The psychological contract is an important emerging area of human resource researchers and practitioners. Increasing recognition of the importance of human resources in enhancing organizational performance, coupled with wider concerns about reputation and competitions have made the issue of psychological contract of highly relevant to researchers and those managing organizations. This study is a response to the call for more study in the developing countries and non-western culturally based societies.This research investigates the impact of the psychological contract on employee turnover intentions among employees working in Multinational Corporations (MNCs) in Hyderabad. Drawing insights from previous studies conducted in Sri Lanka, China, and India, this paper examines how fulfillment or breach of psychological contracts influences employees’ organizational commitment and retention behavior. Using a quantitative analytical design, the study integrates key dimensions such as perceived organizational justice, supervisor support, and organizational commitment to analyze their mediating and moderating effects on turnover intention. The study adopts an empirical research design and the sampling frame constitutes managers and employees from top Multinational Corporations (MNCs) in Hyderabad. The data collection sources were primary and secondary. Statistical tools such as Cronbach's alpha, Independent samples T-tests, Regression and Correlation were used. The findings shows that psychological contract has a significant positive relationship with employee turnover intentions. The findings highlight that a fulfilled psychological contract positively correlates with employee retention and reduces turnover tendencies, while breaches increase withdrawal cognition and dissatisfaction.</p> <p> </p>