The Role of Employee Unmet Promises and Employee Dissatisfaction in the Relationship between Organizational Restructuring and Employees Quit Decisions in Commercial Banks in Kenya

International Journal of Humanities and Social Science

© 2015 by SSRG - IJHSS Journal

Volume 2 Issue 3

Year of Publication : 2015

Authors : Medina Halako T. Wilson O.Odadi Professor Peter O. K’Obonyo and Martin Ogutu

10.14445/23942703/IJHSS-V2I3P101

How to Cite?

Medina Halako T. Wilson O.Odadi Professor Peter O. K’Obonyo and Martin Ogutu, "The Role of Employee Unmet Promises and Employee Dissatisfaction in the Relationship between Organizational Restructuring and Employees Quit Decisions in Commercial Banks in Kenya," SSRG International Journal of Humanities and Social Science, vol. 2,  no. 3, pp. 1-11, 2015. Crossref, https://doi.org/10.14445/23942703/IJHSS-V2I3P101

Abstract:

This study was aimed at investigating the antecedents and predictors of employee quit decision process during organizational restructuring. This was done by examining the nature of relationships between Organizational restructuring, perceived unmet expectations, dissatisfaction and quit decisions. The literature review revealed that a number of studies have been conducted on the predictors and antecedents of employee quit decisions. However, these studies did not examine any integration between them. The objective of this study was to explore the integrated relationship amongst organizational restructuring, employee quit decisions, dissatisfaction and perceived unmet promises (psychological contract violation). A sample of 375 was selected from a total population of 15,017 employees from commercial banks in Kenya. A structured questionnaire with Likert-type statements anchored on a fivepoint scale ranging from “Not at all (1)” to “To a great extent (5)” was used to collect data. The study employed Pearson's Product Moment Correlation, Partial correlations and Step-wise Regression for data manipulation and tests of hypotheses. The findings of this study indicate that Organizational restructuring, perceived psychological contract violation and employee dissatisfaction have significant positive relationships with quit decisions. The findings also revealed that employee dissatisfaction and perceived unmet promises play a mediating role on the relationship between organizational restructuring and employee quit decisions.

Keywords:

Unmet Promises

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