LAUSR

PURPOSE Understanding what drives turnover among nurses and how to address that is an important issue facing hospitals, society and organizational researchers. While turnover has many causes, the perception that organizations have failed to meet expected norms (a perceived psychological contract breach - PCB) is a salient cause. Due to dynamic changes in the workplace, PCBs increase in the workplace, and when PCBs are perceived, turnover intention (TI) increases. We investigate whether individual differences among nurses in the need to belong (NTB) determine exit or voice behavior when PCB is perceived. DESIGN/METHODOLOGY/APPROACH Using survey methodology and a sample of nurses currently employed, we tested the moderating effects of individual differences in NTB on the PCB-TI link. FINDINGS The strength of PCB leading to TI was significantly moderated by the level of NTB. After accounting for perceived job alternatives and the need for affiliation, the interaction between NTB and PCB was statistically significant ((Δ R2 = 0.02) in explaining TI. ORIGINALITY/VALUE There is limited research on the boundary conditions surrounding the PCB-TI relationship, and this study brings in a unique perspective by incorporating an individual difference on the PCB-TI relationship. The study has implications for the social exchange theory, refinement of the NTB construct and models of turnover, and its results highlight the importance of supervisors and managers honoring obligations and promises made to nurses.