| Abstract [eng] |
The main objective of this paper is to assess the impact of the psychological contract on the employee's intention to remain in the organisation, mediated by trust and commitment to the organisation. To achieve this goal, the following three objectives were set. First, to analyse the concepts of the psychological contract, trust in the organisation, commitment to the organisation and the employee's intention to remain in the organisation. The second is to carry out a survey and analyse the responses received from respondents on the psychological contract, trust in the organisation, commitment to the organisation and intention to stay in the organisation. Third, to determine the mediating effect between psychological contract and intention to remain in the organisation, mediated by trust and commitment to the organisation. Thus, the thesis consisted of three parts: the analysis of the scientific literature, the methodology of the study and the analysis of the results. The aim of the study is to determine the relationship between the psychological contract (X) and the employee's intention to stay in the organisation (Y), mediated by trust (M1) and commitment to the organisation (M2, M3, M4). Fifteen research hypotheses were developed. 247 surveys suitable for analysis were collected. The data were processed using IBM SPSS Statistics (Statistical Package for the Social Sciences) software. The analyses carried out were Cronbach's alpha reliability coefficients checked, reverse assertions recoded, correlations between variables assessed, Kolmogorov-Smirnov and Shapiro-Wilk tests carried out, asymmetry and excess coefficients tested, and mediation and regression analyses carried out. The mediation analysis was carried out with the A. F. Hayes PROCESS 3.5 SPSS plug-in, using the 6-mediation model. The results showed that statistically significant relationships exist between: psychological contract and intention to remain in the organisation, psychological contract and trust in the organisation, trust in the organisation and emotional commitment, psychological contract and normative commitment, emotional commitment and normative commitment, continuing commitment and normative commitment, trust in the organisation, intention to remain in the organisation, and emotional commitment and intention to remain. The mediational analysis of the study confirmed two hypotheses out of fifteen. The first, trust in the organisation mediates the relationship between psychological contract and intention to stay in the organisation. The second is that trust in the organisation and emotional commitment mediate the relationship between psychological contract and intention to stay in the organisation. The conclusions and discussion of the study are presented in the results section. The overall conclusions of the paper are presented. It is believed that this study will be able to make a positive contribution to the importance of the psychological contract in retaining employees in organisations and to the lack of research on employees' intention to stay in an organisation. |
