Abstract
This study seeks to explore the moderating role of Islamic work ethic and adversity quotient over the relationship between psychological contract breach and various employees’ level outcomes (job satisfaction, employees’ commitment and intention to quit). After the extensive overview of scholarly research, we have come up with a conceptual model that perception of psychological contract breach has negative relationship with job satisfaction, affective commitment and positive relationship with intention to quit. Islamic work ethics and adversity quotient have positive moderating impact upon the perceived psychological contract breach, and various employee level outcomes are further strengthened, if employees lack adversity quotient and low Islamic work ethic. Key words: Psychological contract breach, Islamic work ethic, adversity quotient.
Highlights
Growing tough competition and technological advancement have turned organizational structures and employee-employer relationships (Shore et al, 2004)
Literature supports that when psychological contract breach occur from organizations’ side, employees’ perceive low job satisfaction, low organizational commitment and high intention to quit (Raja et al, 2004)
Literature is silent on how psychological contract breach and employees’ outcomes relationship is influenced by adversity quotient and Islamic work ethics
Summary
Growing tough competition and technological advancement have turned organizational structures and employee-employer relationships (Shore et al, 2004). Psychological contract breach literature discussed employee’s work place attitudes and behaviors after recognition of breach Psychological contract breach literature addressed organizational situations for explaining employee-employer (employment) relationship, but individual differences have not been studied at large, to report employees’ response to contract breach. Raja et al (2004) investigated possible effect of individual differences on relation of contract breach and employee work place behaviors. Existing competitive business environment enhanced the significance of human resources It has become more important for a manager to understand individual difference for successful execution of contracts. This study examines the possible contingent effects of adversity quotient and Islamic work ethic on the relationship of contract breach and employee work outcome (employee’s commitment, employee’s satisfaction and intention to leave). To the best of our knowledge, presently, none of the studies has explored such moderating effects of Islamic work ethic and adversity quotient on the relation of contract breach and employee outcome
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
