Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Adminstration

In the unique environment of private human resources companies in Nigeria, this study sought to examine the links between psychological contract breach, job satisfaction, and turnover intention. A survey was sent to a representative sample of workers using a quantitative research methodology, and 122 people responded. The questionnaire measured psychological contract breach, job satisfaction, and turnover intention. The study found an intricate association between psychological contract violation and turnover intention. In light of existing theory, it was expected that job satisfaction would emerge as a key mediator, as the model for this study suggests (H2). The expectation was that an increase in psychological contract breach will lead to decreased job satisfaction and higher intention to leave the organization. On the contrary, the findings revealed a direct and positive relationship between psychological contract breach and turnover intention, aligning with H1 of the framework. Additionally, it was implied from H2 that an increase in job satisfaction would lead to a reduction in turnover intention. However, the results suggested a more nuanced link because workers' lower job satisfaction did not correspond with a higher intention to leave the company. This unexpected outcome was attributed to a simultaneous reduction in psychological contract breach, suggesting that as long as psychological contracts are upheld, HR professionals in Nigeria are inclined to remain within the organization. Data analysis involved descriptive statistics on the sample, reliability assessment of the measures, variable correlations, regression models, and a test of mediation using SPSS and JAMOVI software. Based on the analysis's findings, the study offers recommendations for future research within the Nigerian HR consulting sector. Although the study only looked at a few Nigerian companies, it is advised that follow-up studies build on the findings by looking at similar dynamics in other Nigerian HR companies and maybe in the broader African HR market. All things considered; the study's findings suggested that companies should try to avoid psychological contract violations in order to lower employee turnover intention.