Mediating role of organizational identification between psychological contract violation and turnover intention

This study examined how job embeddedness (EM) serves as a moderating factor and how organizational identification (OI) functions as a mediator in the relationship between psychological contract breach and intention to leave the organization. This study employed a survey and collected data from 305 respondents in the United States. The findings reveal that psychological contract violation (PCV) is positively associated with turnover intention (TI) and negatively related to organizational identification (OI). Moreover, in the relationship between PCV and TI, EM plays moderating and mediating roles, respectively, in the relationship between PCV and OI plays a mediating role. In terms of its contribution to the literature, this study advances research on the relationship between PCV and TI by validating the mechanism of OI and establishing the boundary condition for EM. This study also offers practical guidelines for mitigating TI by enhancing employees' organizational commitment within routine work environments.