Psychological Contract Breach as Moderator to the Influence of the Organizational Justice on Job Satisfaction and Employee Procrastination

Abstract

AbstractThe relationship between employees and the organization is not only transactional, which is regulated in formal contracts, but also involves informal and relational relationships as described in the social exchange theory. The formal relationship is in the form of organizational justice, while the informal relationship is in the psychological contract between the organization and employees. A fair relationship can positively affect job satisfaction, and can negatively affect employee behavior such as procrastination. Procrastination is behavior influenced by complex factors such as personal characteristics, task characteristics, and organizational environment. The relationship between organizational justice, psychological contract, job satisfaction, and procrastination is still a gap in the literature, as well as has become the motivation for this research. This article discusses the moderating role of psychological contract breach on the effect of organizational justice on job satisfaction and procrastination. This study contributes through a literature review on the effect of flexible and fair contracts on job satisfaction and procrastination behavior.KeywordsProcrastination behaviorJob satisfactionOrganizational justicePsychological contract breach