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Socially Responsible human resource management and employees' turnover intention: the effect of psychological contract violation and moral identity

Published online by Cambridge University Press:  01 April 2022

Hongdan Zhao ,
Yuanhua Chen Open the ORCID record for Yuanhua Chen [Opens in a new window] ,
Yujuan Xu  and
Qiongyao Zhou
Hongdan Zhao
Affiliation:
School of Management, Shanghai University, Shanghai, China
Yuanhua Chen
Affiliation:
School of Management, Shanghai University, Shanghai, China
Yujuan Xu*
Affiliation:
School of Management, Shanghai University, Shanghai, China
Qiongyao Zhou
Affiliation:
Antai School of Economics and Management, Shanghai Jiao Tong University, Shanghai, China
*
*Corresponding author: E-mail: xyjkeke@163.com
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Abstract

This study explores the impact of socially responsible human resource management (SR-HRM) on the turnover intention by exploring the effects of psychological contract violation (PCV) and moral identity. Using a sample of 284 employees in China, we found that PCV mediated the negative relationship between SR-HRM and turnover intention. Moral identity moderated the direct effect of PCV on turnover intention as well as the indirect effect of SR-HRM on turnover intention via PCV, such that both the direct and indirect effects were stronger for employees with a low level of moral identity compared to those with the high level of moral identity. Findings from this study provide a greater understanding of the internal mechanisms and boundary conditions of SR-HRM that affect turnover intentions. Study findings also provide guidance to organizations seeking to reduce employee turnover.

Keywords

Moral identitypsychological contract violationsocially responsible human resource managementturnover intention
Type
Research Article
Information
Journal of Management & Organization , First View , pp. 1 - 18
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2022

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