Study of Perceived Organizational Support, Psychological Contract, Organizational Nostalgia, and Turnover Intention: A Mediation Moderation Analysis

Abstract

Every employee has a different emotional situation. The timely support, emotional bonding, and wistful affection help retain employees. This research investigated employees' intention to leave commercial banks in Sindh, Pakistan. The research examines the crucial constructs of occupational psychology, such as perceived organizational support, psychological contracts, organizational nostalgia, and turnover intention. The study is cross-sectional and quantitative. The primary data was collected with the help of a survey instrument. A positive research philosophy and deductive reasoning were adopted for this study. The quantitative data was analyzed through descriptive statistics, correlation analysis, and structural equation modeling (SEM). These statistical approaches were assessed with the help of SPSS and AMOS software. This research reported that perceived organizational support significantly and negatively impacts employees' turnover intention in Sindh's commercial banking industry. Moreover, psychological contracts were examined as a mediating factor, and results confirmed that psychological contracts mediate between perceived organizational support and turnover intention. Adding to the mediation concept, this research examined the interacting/moderating effect of organizational nostalgia between perceived organizational support and turnover intention. The moderation results confirmed sufficient interaction of organizational nostalgia with perceived organizational support to strengthen the direct impact of POS on TI. The theory of social exchange supports this research and contributes to the model outcomes in social exchange theory. This study is significant for policymakers in tackling the intent to leave the organization.