ASSESSING THE IMPACT OF PSYCHOLOGICAL CONTRACT ON CONTEXTUAL PERFORMANCE AND INTENTION TO QUIT AMONG INDUSTRIAL EMPLOYEES IN ANAMBRA STATE

Abstract

This study examined how psychological contract breach (PCB) and psychological contract Fulfillment (PCF) influence employees’ contextual performance (CP) and intention to quit (IQ). Participants were 163 employees comprised 54.94% male (n = 89) and 45.0% female (n = 73) sampled from 8 private companies located in three major cities in Anambra State namely; Awka, Onitsha, and Nnewi. Measures for data collection include contextual performance scale (Koopman et. al., 2015), intention to leave scale (Sussan et. al., 2014) and psychological contract scale (Ribonson & Morrison, 2000). Data were analyzed using a hierarchical multiple linear regression statistics with SPSS, version 23 as statistical tools. Results revealed that feeling of PCB was negatively related to employees’ contextual performance, and positively related to workers intention to quit; whereas perceived PCF was positively related to contextual performance, and negatively associated with intention to leave. Based on this finding, the study suggested the need for employers or organizational leaders to constantly fulfilling their informal promises and obligations to their employees as this will help motivate employee engagement in extra work roles in form of contextual performance, and also help to reduce the actual or intention to quit the organization