Psychological Contract Violation and Workplace Deviance: A Moderated Mediation of Relationship Quality and Turnover Intention

  • Edna K. Kerich Moi University, P.O. Box 3900 - 30100, Kesses, Eldoret, Kenya
  • Ronald Bonuke Moi University, P.O. Box 3900 - 30100, Kesses, Eldoret, Kenya
  • Ambrose Kemboi Moi University, P.O. Box 3900 - 30100, Kesses, Eldoret, Kenya
Keywords: Workplace Deviance, Turnover Intention and Psychological Contract Violation


The purpose of this study was to examine the effects of Psychological Contract Violation on Workplace Deviance through the moderation of Relationship Quality and mediation of Turnover Intention in Agriculture and Food Authority Directorates in Kenya. Explanatory research design was used, employing stratified and systematic random sampling techniques to collect data from 443 employees of Agriculture and Food Directorates in Kenya. Self-administered structured questionnaires anchored on seven-point Likert scale were used to collect data. Reliability and validity of the research instrument were tested using Cronbach Alpha and Factor Analysis respectively. Regression based Hayes process Macro model 59 was used to test moderation. Turnover Intention mediated the relationship between Psychological Contract Violation and Workplace Deviance at ß = -.0703, and CI = (-.1257 to -.0200). Relationship Quality moderated the relationship between Psychological Contract Violation and Workplace Deviance at ß = -.2548, p = .0000 with a CI of -.3195 to -.1901.  Relationship Quality did not moderate Psychological Contract Violation and Turnover Intention, at ß = .0153, p = .6072 with a CI of -.0431 to .0737. Relationship Quality moderated Turnover Intention and Workplace Deviance at [ß = -.1037, p = .0078 with a CI of -.1801 to -.0274. Finally, conditional indirect effects of Relationship Quality indicate that the moderation is significant at one standard deviation higher than the mean, (ß = -.0482, SE = .0182, CI = [-.0923 to -.0184]). Organizational managers should inculcate good relations with their employees as this determines the engagement in Workplace Deviance. These insights are helpful to policy makers in the management of workplace deviance. This study contributes to the theoretical knowledge base of workplace deviance by including Relationship Quality as a moderator and Turnover Intention as a mediator.


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How to Cite
Kerich, E., Bonuke, R., & Kemboi, A. (2022, November 12). Psychological Contract Violation and Workplace Deviance: A Moderated Mediation of Relationship Quality and Turnover Intention. African Journal of Education,Science and Technology, 7(2), Pg 134-153.