Abstract
The study examined the role of employee perceived organisational support (POS) in the relationship between employee psychological contract (PC) and turnover intention (TUI). The participants comprised employees in a South African (SA) food manufacturing company (n= 385 employees; female = 33.8%; age range 35 to 44 years; mean period tenure = 13 years, SD = 10.98 years), who completed the Perceived Organisational Support Scale (POSS), the Psychological Contract Scale (PCS), and the Turnover Intention Scale (TIS). Hierarchical regression results indicated that POS was associated with low transactional psychological contract (PC-T) and TUI levels. Additionally, the results indicated that POS to be associated with a higher level of psychological contact (PC-R) and lower TUI. Furthermore, the results indicated that females, older, and longer tenure, as well as higher level of formal education were associated with higher psychological contact and lower turnover intention. The findings are consistent with social exchange theory and organisational support theory in respect of creating a trusting work environment. By implication, employees with a high relational psychological contract type and perceived high organisational support, may have a higher organisational commitment and hence lower intent to quit.