Abstract
The field of human resource management is vast and long-standing, and it is a central part of any organisation. Human resource practitioners are responsible for overseeing the biggest asset of any organisation, its people. Many complicated relationships exist in any work environment, and multiple variables influence these relationships at any given time.
Human resource professionals are responsible for maintaining peace and efficiency to ensure the organisation sustains a productive working environment in order to meet its goals. The focus of this study may be broken into three parts, investigating: first, the relationship between psychological contract breach and work engagement; second, work engagement and intention to quit; and third, psychological contract breach and intention to quit.
This study was quantitative in nature and used secondary data. The original studies through which the data had been collected used non-probability convenience sampling. The sample consisted of 1,379 employed individuals located in Johannesburg, South Africa. The data were collected using three validated instruments and analysed through the use of SPSS. Exploratory factor analysis, reliability analysis, goodness of fit, and structural equation modelling were used to analyse the data.
The findings confirmed that relationships exist between the three variables under investigation. Psychological contract breach shares a relationship with both work engagement and intention to quit, while work engagement has a relationship with intention to quit.
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There are a limited number of studies regarding this relationship. The findings of this study, along with recommendations for future research, will ultimately aid in the improvement of employee work engagement and lessen their turnover intention.