ความสัมพันธ์ระหว่างการรับรู้ความยุติธรรมในองค์การและความตั้งใจลาออกจากงานของพนักงานระดับปฏิบัติการในบริษัทเกษตรอุตสาหกรรมแห่งหนึ่ง: บทบาทการเป็นตัวแปรสื่อของการรับรู้การละเมิดสัญญาทางจิตวิทยา

Abstract

The purposes of this research were (1) to investigate the relationships between perceived organizational justice, turnover intention, and perceived psychological contract breach of employees in an agro - industrial company, and (2) to examine the mediating role of perceived psychological contract breach in the relationship between perceived organizational justice and turnover intention of employees in an agro - industrial company. The correlational research design was used. The population was 250 employees in an agro - industrial company. Research instruments consisted of demographic questionnaire, Perceived Organizational Justice Scale, Perceived Psychological Contract Breach Scale and Turnover Intention Scale. Data were analyzed by using Pearson Product Moment Correlation, multiple regression analysis, mediation analysis using procedure from Baron and Kenny (1986) and Sobel's Test. The research results were as follows: 1. Perceived organizational justice had a significantly negative correlation with perceived psychological contract breach of employees in an agro - industrial company at the .01 level (r=-.595**). 2. Perceived psychological contract breach had a significantly positive correlation with turnover intention of employees in an agro - industrial company at the .01 level (r=.534**). 3. Perceived organizational justice had a significantly negative correlation with turnover intention of employees in an agro - industrial company at the .01 level (r=-.274). 4. Perceived psychological contract breach was fully mediated the relationship between perceived organizational justice and turnover intention of employees in an agro - industrial company (p <.01) and indirect effect of -0.445.