EMOTIONAL LABOUR, PSYCHOLOGICAL CONTRACT BREACH AND ORGANIZATIONAL CLIMATE AS PREDICTORS OF TURNOVER INTENTIONS

EMOTIONAL LABOUR, PSYCHOLOGICAL CONTRACT BREACH AND ORGANIZATIONAL CLIMATE AS PREDICTORS OF TURNOVER INTENTIONS

ABSTRACT

The study investigated the role of emotional labour, psychological contract breach and organisational climate in predicting turnover intentions among lecturers in private universities in south-eastern Nigeria. Five hundred and reighty-four (584) lecturers (444 males and 140 females), particpated in the study. Four instruments were used for the collection of data, which include Teacher Emotional Labour Scale (TELS), Psychological Contract Breach Scale, Organizational Climate Description Questionnaire (OCDQ) and Turnover Intention Scale. Multiple regression analysis was employed to analyze the data. The result showed that emotional labour did not significantly predict turnover intentions among lecturers in private universities. However, two out of the four dimensions of emotional labour, namely surface acting (β=.15, p<.001) and emotional deviance (β= -.12, p<.01) predicted turnover intentions. Psychological contract breach and organizational climate were significant predictors of turnover intentions (β=.33, p<.001) and (β=-.19, p<.001), respectively. Regarding the five dimensions of organisational climate, results showed that supportive behaviour (β=- .27, p<.001), directive behaviour (β=.12, p<.002), engaged behaviour (β=-.18, p<.001), and frustrated behaviour (β=.14, p<.001) significantly predicted turnover intentions. Findings and implications for managerial practices in the study were discussed. Limitations of the study were stated and suggestions made for further research.