Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism

Abstract

BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.