TY - JOUR
T1 - Psychological contract on employee consequences among collegiate head coaches
T2 - The moderating role of procedural justice
AU - Won, Doyeon
AU - Chiu, Weisheng
AU - Bravo, Gonzalo A.
N1 - Publisher Copyright:
© The Author(s) 2023.
PY - 2023/10
Y1 - 2023/10
N2 - The current study investigated the relationship between the psychological contract (PC), trust, perceived organizational support (POS), organizational commitment, and turnover intention among collegiate head coaches. In addition, this study explored the moderating effect of procedural justice on the relationship between these variables. Data were collected from 283 full-time head coaches in the NCAA and were primarily analyzed using PLS-SEM. The results indicated that relational PC (R-PC), compared to transactional PC (T-PC), was more influential in affecting coaches’ POS, trust, and commitment, while T-PC influenced POS only, but not trust and commitment. In addition, both trust and POS were positively associated with coaches’ affective commitment, while affective commitment, POS, and trust, in this order, were negatively related to their turnover intentions. Coaches’ perceived procedural justice moderated the relationship between T-PC and employee consequences, indicating that T-PC was more meaningful in high justice situations.
AB - The current study investigated the relationship between the psychological contract (PC), trust, perceived organizational support (POS), organizational commitment, and turnover intention among collegiate head coaches. In addition, this study explored the moderating effect of procedural justice on the relationship between these variables. Data were collected from 283 full-time head coaches in the NCAA and were primarily analyzed using PLS-SEM. The results indicated that relational PC (R-PC), compared to transactional PC (T-PC), was more influential in affecting coaches’ POS, trust, and commitment, while T-PC influenced POS only, but not trust and commitment. In addition, both trust and POS were positively associated with coaches’ affective commitment, while affective commitment, POS, and trust, in this order, were negatively related to their turnover intentions. Coaches’ perceived procedural justice moderated the relationship between T-PC and employee consequences, indicating that T-PC was more meaningful in high justice situations.
KW - Affective commitment
KW - employee-organization relationships
KW - human resource management
KW - social exchange theory
KW - trust
KW - turnover intention
UR - http://www.scopus.com/inward/record.url?scp=85163046592&partnerID=8YFLogxK
U2 - 10.1177/17479541231177011
DO - 10.1177/17479541231177011
M3 - Article
AN - SCOPUS:85163046592
SN - 1747-9541
VL - 18
SP - 1405
EP - 1419
JO - International Journal of Sports Science and Coaching
JF - International Journal of Sports Science and Coaching
IS - 5
ER -