Kembali | Vol 6, No 2 (2017)
Article
Deni Rizal Basya dan Mugi Harsono
Abstract
The population in this study were all employees of the company. Samples were taken in this study were 80 respondents. This amount is considered feasible due to sampling above 30 in a study can be representative of the population declared. Data collection was performed by the division of the questionnaire respondents. Questionnaires were returned and deserve to be treated a total of 74 questionnaires. The sampling technique used in this study was convenience sampling. The quality of research data can be obtained to test the validity and reliability testing. It is intended to ensure that the data collected meets the eligibility criteria so that it can be tested with any statistical tool. This study used a computer program SPSS 11.5 for windows in solving problems that have been formulated. The results obtained in this study were (1) psychological contract breach has no significant effect on job satisfaction, (2) psychological contract breach has no significant effect on organizational commitment, and (3) psychological contract breach has a significant positive effect on the intentions to quit, (4) psychological contract breach has a significant positive effect on psychological contract violation, (5) psychological contract violation does not mediate the effects of psychological contract breach on job satisfaction, organizational commitment and intentions to quit. This study also discusses the implications, theoretical, and practical.
Keywords
Psychological Contract, Job Satisfaction, Organizational Commitment, Intentions To Quit.
