The Interactive Effects Of Emotional Family Support And Perceived Supervisor Loyalty On The Psychological Contract Breach -- Turnover Relationship

Jason S. Stoner, Ohio University
Vickie C. Gallagher, Cleveland State University
Charles R. Stoner, Bradley University


Individuals frequently experience psychological contract breaches in today's workplace. Psychological contract breaches often lead to a range of negative outcomes such as increases in intention to leave one's job. This paper investigates moderating factors that may help minimize the increases in turnover intentions associated with psychological contract breach. This paper reports the results of examining two related moderating factors -- perceived emotional family support and perceived supervisor loyalty. Through a series of analyses, the study concludes that individuals who do not perceive supervisor loyalty have greater turnover intentions under conditions of psychological contract breach than individuals perceiving high levels of perceived supervisor loyalty. Interestingly, individuals who lack perceived supervisor loyalty yet perceive high family support are likely to experience higher turnover intentions as a result of a psychological contract breach than individuals who lack supervisor loyalty and family support.