Career Management Fit Dilemma: Examining the mediating effect of psychological contract breaches on turnover intention in the Honduran Business Process Outsourcing Industry

Abstract

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This paper aims to explore the current situation of career management in the Honduran business process outsourcing industry and analyze post-COVID-19 employees' perceptions of their careers and intentions toward turnover. This study uses a cross-sectional questionnaire to answer the research questions and provide a comprehensive view of whether the new literature on career management fit theory mitigates the impact, repairs current gaps, and prepares for future person-organization (P-O) fit theory extensions. The study collected data from 284 full-time Honduran employees. The data was then processed by SPSS AMOS 29 and IBM SPSS to run a confirmatory factor analysis and test the hypothesis results. The research methods and findings statistically confirmed that organizational and individual career management interact as strongly as a tango dance. Individual career management positively predicted psychological contract breaches and turnover intention and perceived organizational support as a moderator strengthened the relationships. This study contributed several theoretical and practical implications to the existing career literature. First, the study responded to a call for more research regarding the role of career management fit in P-O fit theories. Second, relevant parties can cultivate insights from this study to promote individuals' career management by nurturing an environment that signals highly perceived organizational support. Third, the study concluded that survival depends on matching business process outsourcing requirements with individual aspirations to foster continuous growth and remain competitive. Finally, the research generated important references and suggestions for further study in the new career landscape where the individual becomes an essential vehicle for organizational success through a people-firstculture.