Notice of RetractionThe Empirical Research of the Relationships between Psychological Contract Types and Organizational Outcomes

Notice of Retraction

After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.

We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.

The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.

This research examines the relationships between psychological contract types (transactional, balanced, and relational) and organizational outcomes (intention to quit and organizational citizenship behavior targeted at the organization) and the different mechanisms through which psychological contract types influence organizational outcomes systematically. We test the hypothesized model using structure equation modeling with data from a sample of 454 employees from several big cities of China. The results show that transactional psychological contract is positively related to intention to quit, balanced psychological contract is positively related to organizational citizenship behavior targeted at the organization, and relational psychological contract is negatively related to intention to quit and positively related to organizational citizenship behavior targeted at the organization. Furthermore, the results reveal that instrumentality belief mediates the relationship between balanced psychological contract and organizational citizenship behavior targeted at the organization, and affective commitment mediates the influence of relational psychological contract on intention to quit and organizational citizenship behavior targeted at the organization.