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Socially Responsible human resource management and employees' turnover intention: the effect of psychological contract violation and moral identity

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  • Zhao, Hongdan
  • Chen, Yuanhua
  • Xu, Yujuan
  • Zhou, Qiongyao

Abstract

This study explores the impact of socially responsible human resource management (SR-HRM) on the turnover intention by exploring the effects of psychological contract violation (PCV) and moral identity. Using a sample of 284 employees in China, we found that PCV mediated the negative relationship between SR-HRM and turnover intention. Moral identity moderated the direct effect of PCV on turnover intention as well as the indirect effect of SR-HRM on turnover intention via PCV, such that both the direct and indirect effects were stronger for employees with a low level of moral identity compared to those with the high level of moral identity. Findings from this study provide a greater understanding of the internal mechanisms and boundary conditions of SR-HRM that affect turnover intentions. Study findings also provide guidance to organizations seeking to reduce employee turnover.

Suggested Citation

  • Zhao, Hongdan & Chen, Yuanhua & Xu, Yujuan & Zhou, Qiongyao, 2025. "Socially Responsible human resource management and employees' turnover intention: the effect of psychological contract violation and moral identity," Journal of Management & Organization, Cambridge University Press, vol. 31(3), pages 1283-1300, May.
    • Handle: RePEc:cup:jomorg:v:31:y:2025:i:3:p:1283-1300_16
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