Main Article Content
Purpose – Based on psychological contract theory, social exchange theory, and work-family border theory, this study examined the role of person-family fit on the relationship between psychological contract and retention of knowledge workers in the IT sector.
Methodology – The survey method was used to collect data from 250 knowledge workers, who were selected using the simple random sampling method.
Findings – Findings proved that psychological contract has an impact on retention of knowledge workers and it also found that the person-family fit played its role as a moderator on the relationship between psychological contract and retention of knowledge workers.
Originality – This study fills the gap identified in social exchange theory. Many previous studies have emphasized the relationship between psychological contracts and knowledge workers but it was unknown the impact of person-family fit on this relationship. Also, the relationship between psychology contract and retention of knowledge workers have not been examined in the Sri Lankan IT industry, and the person-family fit scale was not tested in the IT sector. Future researchers could examine this model in different research contexts.
Limitations – Cross-sectional nature of the study limits the understanding of the identified gap because relationships may change over time.
Implications – This study recommends the organizations in the IT industry look at ways of strengthening the psychological contract with their employees and helping employees to manage both work and family activities.
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