Work satisfaction and the relationship between the psychological contract and an employee’s intention to quit. The results of a survey of public administration employees in Poland

Abstract

This study focused on demonstrating that the psychological contract influences employees’ intention to leave the organization. Both factors in the context of work satisfaction. It also examined: (1) whether there is a relationship between the psychological contract, work satisfaction and the intention to quit; (2) which variable (the psychological contract or work satisfaction) better predicts the intention to quit; (3) whether - and how - the type of the psychological contract differentiates the intensity of work satisfaction and the intention to quit. The questions were answered based on information obtained during Computer-Assisted Web Interviews conducted with 5,930 employees representing three levels of a public administration organization. The effect of the psychological contract and work satisfaction on respondents’ intention to quit was measured by structural equation analysis. According to the study’s results, a relational psychological contract significantly contributes to the development of strong relations between the employer and employees and makes the latter less willing to leave the organization. Its association with employees’ intention to leave can be direct or indirect, through work satisfaction. It has also been established that a relational psychological contract can be useful for the studied organization as a predictor of employees’ intentions to stay or leave.