Effect Of Psychological Contract Violation Research Articles

Psikolojik Ayrıcalığın Üretkenlik Karşıtı Davranışlara Etkisi: Psikolojik Sözleşmenin İhlal Edilmesinin Aracılık Rolü - The Mediating Role of Psychological Contract Violation in Relationship between Psychological Entitlement and Counterproductive Behavior

The purpose of this study is to investigate the effects of psychological entitlement on counterproductive behavior and mediating role of psychological contract violation in relationship between psychological entitlement and counterproductive behavior. The date of the study was collected from 148 white collar employees in private organizations in Istanbul. The data was examined with Pearson correlation, regression and mediated regression analysis. According to the results of all analysis it is found that psychological entitlement is positively related with counterproductive behavior. It is also found that there is a partial mediation effect of psychological contract violation between psychological entitlement and counterproductive behavior.

Beyond reciprocity: A conservation of resources view on the effects of psychological contract violation on third parties.

Building on conservation of resources theory, we cast resource depletion as a novel explanatory mechanism to explain why employees' experience of psychological contract violation results in harm to third parties outside the employee-organization exchange dyad. This resource-based perspective extends and complements the dominant social exchange perspective which views employee reactions to psychological contract violation as targeting the source of the violation-the organization. The present article reports on 3 studies. Study 1 conducted an experiment with 109 participants and established the main effect of psychological contract violation on resource depletion. Study 2, using survey data from 315 medical employees and their immediate supervisors, found that after controlling for the social exchange mechanism (i.e., revenge cognitions toward the organization), resource depletion mediated the indirect effects of psychological contract violation on supervisory reports of employees' interpersonal harming toward coworkers and decision-making vigilance for clients. Further, we found that organizational and professional identification played opposing moderating roles in the effects of violation on resource depletion and consequently behavioral outcomes, such that these mediated relationships were stronger when organizational identification was high, and weaker when professional identification was high. Study 3 replicated all the results obtained in Studies 1 and 2 with time-lagged data from 229 medical employees across 3 measurement points. The findings confirm that resource depletion is a more effective explanation of the consequences of violation on third parties than revenge cognitions, although both are useful in predicting organization-directed outcomes (i.e., civic virtue and organizational rule compliance). (PsycINFO Database Record

Service Failure, Psychological Contract Violation and Formation of Customer Relationship Crisis—An Empirical Research of the OCT Theme Park

An increasing amount of tourism enterprises are regarding customer relation crisis management as the core content of customer relationship management, while customer psychological contract during a serving course is the foundation of customer relationship management. According to analysis of relevant literatures, product defect and service failure are fundamental factors inducing customer relationship crisis in a tourism enterprise. Upon the basis, the paper presented that psychological contract violation was a promoting factor deepening customer relationship crisis, and raised relevant hypotheses. A structural equation model was utilized to test the action effect of psychological contract violation on customer relationship crisis. The research indicates that, after occurrence of product defect or service failure, psychological contract violation in a customer aggravates customer relationship crisis. Therefore, a tourism enterprise shall boost emotional relations with a customer during a serving course, enhance customer’s trust, and establish a favorable psychological contract to resolve customer relationship crisis.

Negative Effects of Involuntary Organizational Citizenship Behavior on Job Satisfaction and Moderating Effect of Psychological Contract Violation

자발적 행동인 조직시민행동이 조직성과에 긍정적인 영향을 미친다는 연구는 꾸준히 진행되어 왔 다. 하지만 본 연구에서는 이와 달리 기업의 성과를 높이기 위해 기업이나 상사로부터 근로자들이 받 는 강박 및 압박에 의해 수행되는 비자발적인 조직시민행동의 부정적인 측면에 대해 살펴보았다. 조 직시민행동이 비자발적인 방식으로 발생하게 되면 근로자들에게 과중한 부담이 발생하여 조직성과는 오히려 감소하게 된다. 그리고 근로자들이 비자발적으로 업무를 수행할 때 조직성과인 직무만족은 감 소될 것이다. 다음으로 조직시민행동은 조직구성원들의 역할 외 행동이다. 하지만 역할 외 행동을 강 요받은 상태에서 근로자들은 스트레스를 받게 될 것이다. 그리고 이러한 상황에서 구성원들이 심리적 계약위반을 느낄 경우에 스트레스의 정도는 더욱 커지고 직무만족 수준의 하락은 더욱 증폭될 것이 다. 이 연구는 실증 분석을 통해 비자발적 조직시민행동이 직무만족에 미치는 영향력에 대해 검증하 고 여기에 영향을 미치는 심리적 계약위반의 조절 효과를 입증한다. 비자발적 조직시민행동은 직무에 대한 만족의 정도를 떨어뜨릴 것이며, 조직 내 심리적 계약위반은 이러한 부정적 효과를 증대시킬 것 이다. 따라서 조직의 성과 향상을 위해 심리적 계약위반과 비자발적 조직시민행동의 부정적 역할을 이해하고 이들을 줄이기 위해 노력해야 할 것이다.

Negative Effects of Involuntary Organizational Citizenship Behavior on Job Satisfaction and Moderating Effect of Psychological Contract Violation

Negative Effects of Involuntary Organizational Citizenship Behavior on Job Satisfaction and Moderating Effect of Psychological Contract Violation

The Moderating Effect of Psychological Contract Violation on the Relationship between Narcissism and Outcomes: An Application of Trait Activation Theory.

We use trait activation and psychological contracts theories to build the argument that narcissism is a personality trait that will manifest itself in the form of exit and neglect when employees experience psychological contract violation. To test our hypotheses, we surveyed 262 employees from a wide array of industries working in different organizations at two points in time. Our results indicate that violation moderated the relationship between narcissism and exit such that narcissistic employees who experienced high levels of violation had higher levels of exit. However, we did not find support for our prediction regarding neglect. The findings suggest that the importance of narcissism at work may be contingent on the situation. Our study contributes to research on narcissism in the workplace, trait activation theory, and the role that individual differences play in shaping employee responses to psychological contract violation.

The Relationship between Authoritarian Leadership and Employees' Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism.

This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB.

변혁적 리더십과 직무스트레스가 조직냉소주의에 미치는 영향 : 심리적 계약 위반의 매개효과

변혁적 리더십과 직무스트레스가 조직냉소주의에 미치는 영향 : 심리적 계약 위반의 매개효과

Does Psychological Contract Violation Moderate the Impact of Severity and Recovery Satisfaction on Boycott? An Analysis of Halal Violation

ABSTRCKHalal violation is a critical issue in the Islamic market, but little is known on its impact on the Muslim consumer. Thus, this study investigates the effect of psychological contract violation (PCV), recovery satisfaction, and severity of halal violation on product boycott. The moderating role of PCV in the relationship between recovery satisfaction and seriousness of a violation on the product boycott is also examined. Data collected from a sample of 360 customers were analyzed using PLS-SEM. The results show that recovery satisfaction, severity, and PCV significantly influence product boycott and PCV significantly moderates the relationship between recovery satisfaction and product boycott. This study provides new insights into the relationships among recovery satisfaction, the severity of the halal violation, psychological contract violation, and product boycott and helps the managers to design recovery action toward halal violation.

CSR and the workplace attitudes of irregular employees: The case of subcontracted workers in Korea

AbstractIn recent years, there has been a noticeable increase in organizational trends to hire irregular workers. This inclination, in a time of great flux and uncertainty, exacerbates human resource issues faced by firms. We argue that corporate social responsibility (CSR) can be an important antecedent to improve the workplace attitudes of irregular workers and as a result reduce the negative impact on organizations of the increased use of an irregular workforce. Hence, we explore the relationship between perceived CSR (composite and disaggregated) and unfairness perception and social relations of subcontracted workers with regular workers. We further attempt to explain these relationships through the mediating effects of psychological contract violation and organizational identity, respectively. Our analysis supports a negative effect of composite and external CSR on unfairness perception and positive effect on social relations. Additionally, our results support partial mediating roles of psychological contract violation and organizational identity. Theoretical and practical implications of the results are also discussed.

Psychological contract violation

PurposeThis study aims to investigate the relationships between consumers’ perceived justice and their behavioral intentions and explores the effects of psychological contract violation on the relationships.Design/methodology/approachThis study conducts sampling through the survey to consumers after restaurant dining. This study collected data from 400 respondents and analyzed the data with the structural equation modeling.FindingsThe results indicate that consumers who experience higher level of distribution justice and procedure justice are more likely to have behavioral intentions. This study also reveals that psychological contract violation is a partial mediator of the above relationships. Consumers will feel less psychological contract violation when they perceive more distribution justice and procedure justice and will not significantly affect them more likely to repurchase intention.Originality/valueDuring restaurant service, if consumers feel distribution or procedure injustice, they are more likely to engage in negative word-of-mouth. However, the lack of significant and positive effect of interaction justice on negative word-of-mouth in this study can be because of other intervening variables, such as intensity. Furthermore, in terms of customer’s repurchase intention, the results indicate significant and positive effects for all three types of justice on repurchase intention.

What’s Next after Psychological Contract Violation?

This article adopts an in-depth clinical perspective based on the theoretical framework of grief in order to examine individuals’ reactions following psychological contract violation over a period of 12 months. By focusing on emotional intra-psychic phenomena our study provides evidence of the enduring effects of psychological contract violation on individuals and the employment relationship. We conducted a total of 60 interviews among 11 managers of a temporary employment agency that has implemented a series of organizational changes, mainly related to restructuring and downsizing decisions. The 11 managers interviewed have been chosen after having reported in a short survey that they experienced a psychological contract violation at work. Our results indicate that psychological contract violation triggers the subject into a grief process only when violation deprives the individual from a highly invested object at work. In these circumstances, the grief process lasts longer than we originally expected since, over 12 months, we were unable to observe the grief process in its entirety among our participants. We also find that the grief process may be accelerated or stopped according to the capacity of the organization and the individual to offer new objects that satisfy the individual’s needs and thus may help the person mourn the loss experienced as a result of the violation. Finally, our results show that the grief process deeply alters the employment relationship and modifies the amount and intensity of energy that the participants of our study devote to their work.

Behavioral and attitudinal outcomes of psychological contract violation

Purpose– The purpose of this paper is to explore the interactive effects of psychological contract violation (PCV) and leader member exchange (LMX) on workplace behaviors and attitudes. Another purpose of this research was to contribute to the existing literature pertaining to PCV and organizational cynicism in the context of managerial employees working in India.Design/methodology/approach– Data were collected from 237 managerial-level employees and 156 of their immediate supervisors of seven organizations in India. A questionnaire comprising 36 items pertaining to the study constructs was administered. The reliability of the instrument was verified through item analyses. A confirmatory factor analysis (CFA) was conducted to establish the instrument’s construct validity. Study hypotheses were tested and competing models were compared using structural equation modeling (SEM) procedures.Findings– All scales were found to have acceptable reliability estimates. A CFA established that the manifest variables loaded significantly on their latent constructs and that the latter were empirically distinct. This established the scales’ construct validity. The results of the SEM procedures indicated that all study hypotheses could be accepted as statistically significant. Also, the moderator variable had a quasi-interactive impact on the criterion variables.Originality/value– This research is among the first of its kind to examine the variables of PCV and organizational cynicism among managerial employees working in India. It may also be one of the few meso-level investigations in extant literature examining the interaction between an individual (PCV) and a group (LMX) level variable and its impact on workplace behavior (organizational citizenship behavior) and attitudes (organizational cynicism).

The Role of Resource Depletion in Explaining Consequences of Psychological Contract Violation

Previous research has adopted a social exchange perspective to account for the effects of psychological contract violation. Building on ego depletion theory (Baumeister, Bratslavsky, Muraven, & Tic...

The Effect of Psychological Contract Violation on Stress:The Mediating Effect of Positive Psychological Capital

현대 조직은 급변하는 환경에 대응하기 위해 끊임없이 변화하고 있다. 조직에서 시행되는 다양한 변화는 구성원들이 조직에 대해 암묵적으로 갖는 심리적 계약의 이행 또는 위반에 영향을 줌으로써 개별 구성원의 효과성은 물론 조직 전반의 효과성에 영향을 미칠 수 있다.BR 조직이 경영효율성을 높이기 위해 시행하는 변화는 일반적으로 조직이 구성원들에게 제공하는 자원의 감소를 수반한다. 이러한 자원의 감소는 구성원이 조직과의 상호호혜적 교환에서 갖는 암묵적 기대를 의미하는 심리적 계약이 위반되었다는 인식을 야기할 수 있다. 자원의 감소로 인한 심리적 계약위반을 인지한 개인은 조직에서 겪게 된 부정적인 경험으로 인하여 긍정심리자본의 감소를 경험함과 동시에 자원의 항상성 파괴로 인하여 더 많은 스트레스를 지각할 수 있다. 또한 심리적 계약위반으로 인해 낮아진 긍정심리자본은 그 자체가 스트레스 요인으로 작용할 뿐 아니라 스트레스에 대한 대처에도 부정적인 영향을 미침으로써 스트레스를 증가시킬 수 있다.BR 이에 따른 본 연구의 목적은 심리적 계약이론과 자원보존이론을 중심으로 조직의 변화로 인해 야기된 심리적 계약위반이 구성원의 스트레스에 미치는 영향을 확인하고 두 변인간의 관계에서 긍정심리자본의 매개효과를 검증하는데 있다. 이를 검증하기 위하여 본 연구는 경영효율화가 진행 중인 공공조직의 구성원 165명으로부터 수집된 설문자료를 바탕으로 분석을 실시하였다.BR 그 결과는 첫째, 개인이 조직에 대하여 인식한 심리적 계약위반은 조직 구성원의 스트레스를 증가시키는 것이 확인되었다. 둘째, 이러한 심리적 계약위반은 개별 구성원의 심리적 자원인 긍정심리자본을 감소시키는 것이 확인되었다. 셋째, 구성원의 긍정심리자본은 스트레스를 감소시키는 것이 검증되었다. 마지막으로, 긍정심리자본은 심리적 계약위반과 스트레스간의 관계를 부분매개 하는 것이 확인되었다. 본 연구는 심리적 계약위반이 개인의 심리적 자원인 긍정심리자본을 매개로 스트레스에 미치는 영향을 실증적으로 검증함으로써 이와 관련된 이론적 시사점을 제공한다. 또한 경영 효율성 제고를 위해 다양한 변화를 시도하고 있는 현대조직의 변화관리에 대한 실무적 시사점을 제시한다.

The Effects of Psychological Contract Violation on OS User’s Betrayal Behaviors: Window XP Technical Support Ending Case

The Effects of Psychological Contract Violation on OS User’s Betrayal Behaviors: Window XP Technical Support Ending Case

Relationship between Psychological Contract Violation, Supervisory Support, Psychological Contract Breach and Organizational Citizenship Behavior

The purpose of the study is to examine the relationship between psychological contract breach and organizational citizenship behavior with the mediating role of psychological contract violation and supervisory support is acting as moderator. We are presenting here five hypotheses simultaneously, which we have based on theoretical relations effects of all the four variables.( Psychological Contract Violation, Supervisory Support, Psychological Contract Breach and Organizational Citizenship Behavior). The data was collected from a sample of 250 employees of Pakistan National Council of the Arts and Planning and development commission of Pakistan. Convenient sampling method was used to obtain fair results. We used Correlation/Regressions analysis so that we can explore the mediating effects of Psychological Contract Violation on the relationships between psychological contract breach and organizational citizenship behaviors. In order to analyze the moderation, a stepwise hierarchical regression method was used, this method moderate variable and moderates the relationship that exists between Psychological Contract Breach and Organizational Citizenship Behavior. A negative relationship was found between psychological contract breach and organizational citizenship behavior which was mediated by Psychological Contract Violation. such that the relationship was stronger for the employees with low Psychological Contract Violation. This study puts forward PCV as a strong reliant factor is mediating the relationship of PCB and OCB and supervisory support as strengthening factor that moderates the relationship of PCV and OCB , Our research will help the managers to understand the role of psychological contract violation (PCV) and supervisory support (SS) at the work place and how to use it positively for productivity of the organization,..

Broken Promises: The Effect of Psychological Contract Violation on Student-Athlete Trust and Intentions to Leave Their Team

The purpose of this study was to examine the impact that increased perceptions psychological contract breach between student-athletes and their coaches have on student-athletes’ affective trust in their coaches, cognitive trust in their coaches, and intentions to leave their team. Based on a sample of 248 NCAA Division I and Division II student-athletes, the results reveal that increased perceptions of psychological contract breach significantly lower student-athletes’ cognitive trust in their coaches and significantly increases their intentions to leave their team. Higher levels of psychological contract violation acted as a partial mediator on the relationship between psychological contract breach and cognitive trust. Psychological contract violation also acted as a partial mediator on the relationship between psychological breach and intentions to leave. Neither perceptions of psychological contract breach nor psychological contract violation were significantly related to affective trust.

Exploring the Effects of Psychological Contract Violation and its Antecedents in the Context of Social Commerce

Exploring the Effects of Psychological Contract Violation and its Antecedents in the Context of Social Commerce

If You Wrong Us, Shall We Not Revenge? Moderating Roles of Self-Control and Perceived Aggressive Work Culture in Predicting Responses to Psychological Contract Breach

The authors develop and test a moderated mediation model that accounts for employee emotions (psychological contract violation), employee motivation (revenge cognitions), employee personality (self-control), and context (perceived aggressive culture) in the relationship between psychological contract breach and workplace deviance. In Sample 1, involving 146 hospitality workers and their peers, the authors found support for a conditional indirect effect of psychological contract violation in predicting workplace deviance via revenge cognitions for those employees who perceive a high as opposed to low aggressive work culture. In addition, they found that at high levels of perceived aggressive work culture, the conditional indirect effects of psychological contract violation in predicting workplace deviance via revenge cognitions were statistically significant for those employees with low as opposed to high self-control. These results were replicated in Sample 2 using an independent sample of 168 hospitality workers in a different cultural context. Overall, the results suggest that self-control and perceived aggressive culture, taken together, influence the enactment of deviant acts. Implications for research and practice are discussed.