Effects Of Psychological Contract Breach Research Articles

The Effect of Psychological Contract Breach on Organizational Silence: The Moderating Effect of Psychological Capital

The Effect of Psychological Contract Breach on Organizational Silence: The Moderating Effect of Psychological Capital

Unveiling the nexus: organization inclusion, ethical virtues and organizational citizenship behavior in the hospitality sector

Purpose The purpose of this study is to examine the intricate dynamics within the hospitality service sector, which predominantly employs low-wage and low-skilled workers. These employees frequently encounter challenges related to breaches in their psychological contracts. Despite their critical role in customer service, their experiences are often overlooked in organizational inclusion research. We investigate the relationship between employees’ perceptions of organizational inclusion and their assessments of organizational ethical virtues (OEVs), considering the potential moderating effect of psychological contract breach. Furthermore, it explores how these factors influence customer- and organizationdirected organizational citizenship behaviors (OCBs). Design/methodology/approach Our research design incorporates a two-stage moderated-mediation model to test our proposed hypotheses empirically. A two-source sample of 451 European hotel managers and employees extends the inquiry with the proposed model. Structural Equation Modeling (SEM) was employed to analyze the proposed relationships. Findings Findings reveal that organization inclusion is positively associated with OEV and employee-perceived OEV mediates an indirect link between organization inclusion on customer-oriented OCB. Moreover, psychological contract breach (P CB) attenuates the association between organization inclusion and OEV at the first stage and OEV, and OCB at the second stage. Originality/value The findings robustly corroborate our proposed model. The study findings culminate in a discussion accentuating the extensive implications of our findings for both research and practicality within the hospitality sector. Anchored in empirical revelations, we delineate avenues for future exploration in this pivotal domain.

A structural equation model of the impacts of nurses' psychological safety and psychological contract breach.

To investigate the effects of psychological contract breach and psychological safety on health and well-being outcomes among nurses. A cross-sectional study. Data were gathered from members of the Finnish social and healthcare workers' trade union (n = 4575) in February 2023. This study focused on data from 3260 nurses. Structural equation modelling was employed to firstly explain burnout and work engagement and subsequently health and well-being outcomes in relation to perceived psychological contract breach and psychological safety. Younger male nurses, those with lower-level university degrees, and nurses employed in public hospitals reported experiencing more psychological contract breaches. Conversely, older nurses and those working in private organizations perceived a higher level of psychological safety. Psychological contract breaches were associated with increased burnout and reduced work engagement, while psychological safety contributed to lower burnout and higher work engagement. Moreover, burnout was linked to health problems and diminished mental well-being, whereas increased work engagement led to fewer health problems and improved mental well-being. The final model demonstrated excellent fit. Breaches in the psychological contract, followed by distrust, and anger significantly burden nurses, detrimentally affecting their well-being at work. Psychologically safe working environments, consequently, improve nurses' well-being at work and should be promoted within work teams. Nursing managers could receive training to understand the consequences of, and practices for supporting, a beneficial psychological work climate. The study examined psychological burden and resource factors at work, finding that psychological contract breaches increased burden and led to negative well-being outcomes. In contrast, psychological safety emerged as a positive resource for health and well-being. These results offer benefits for nurses, managers and organizations. The study was reported following the Strengthening of the reporting of observational studies in epidemiology guidelines. No patient or public contribution.

The Impact Of Psychological Contract Breach On Employee Engagement And Innovative Work Behavior With Moderating Role Of Resilience.

The current researches examine an impact of psychological contract breach on employee engagement and innovative work behavior, with an emphasis on moderating impact of resilience. PCB is understood as the violation of an understood contract between the employee and employer, PCB is theorized to negative impact on employee engagement and the innovative work behavior of an employee. Drawing on a segment of faculty from Higher education of Pakistan, SEM is used in this study to analyze the relationships among PCB, EE and IWB. In this study Resilience have a moderating impact which buffer the negative effects of psychological contract breach on the other variables. Results of this study show that the impact of psychological contract breach on employee engagement and innovative work behavior are significantly negative. Although, when there is presence of resilience in employees it moderates the adverse effects and neutralize the negative impact, emphasizing the significance of resilience in retaining engagement and also fostering innovation in organization in spite of PCB. This study increases the understanding of exactly how PCB impact workplace results and pressures the significance of resilience in improving worker performance.

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

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.

The role of psychological contract breach and leader-member exchange quality in Machiavellianism and organisational cynicism

PurposeBased on the trait activation theory and social exchange theory, this study proposed a model of the impact of Machiavellian personality on organisational cynicism (OC) through the mediating effect of psychological contract breach (PCB) and the moderating role of leader-member exchange (LMX) quality in PCB and OC.Design/methodology/approachA three-time points survey involving 264 employees from China’s hotel industry was conducted using quantitative methods. Subsequently, a structural equation model was constructed.FindingsThe results revealed that Machiavellianism positively affects OC, and PCB plays a mediating role in this process. In addition, LMX quality can buffer the effect of the PCB on OC.Practical implicationsThe study’s findings provide another insight into the relationship between Machiavellianism, PCB and OC. Managers must pay attention to the control of PCB and the establishment of LMX quality.Originality/valueThe study significantly contributes to hotel literature, as the Machiavellian personality subject has not been adequately investigated in the field to date.

The influence of work overload on cybersecurity behavior: A moderated mediation model of psychological contract breach, burnout, and self-efficacy in AI learning such as ChatGPT

In today's rapidly evolving digital landscape, organizations face the critical challenge of safeguarding their sensitive information and systems from an ever-increasing array of cybersecurity threats. As employees play a crucial role in maintaining organizational cybersecurity, it is essential to understand the factors that influence their cybersecurity behavior. This study investigates the impact of work overload on employee cybersecurity behavior, exploring the sequential mediating effects of psychological contract breach and burnout, as well as the moderating role of self-efficacy in AI learning. Drawing upon the Job Demands-Resources (JD-R) model, Conservation of Resources (COR) theory, and Social Cognitive Theory, we propose a moderated mediation model to elucidate the complex relationships among these variables. To test our hypotheses, we conducted a three-wave survey study involving 363 employees from various sectors in South Korea. Data was collected using an internet-based survey platform, and the study employed stratified random sampling to reduce sampling bias. Results from structural equation modeling (SEM) analyses revealed that work overload indirectly impacts cybersecurity behavior through the sequential mediation of psychological contract breach and burnout. Furthermore, self-efficacy in AI learning such as ChatGPT was found to moderate the relationship between work overload and psychological contract breach, acting as a buffer to mitigate the negative effects of work overload. This study contributes to the existing literature by addressing several research gaps. First, it provides a comprehensive examination of the impact of work overload on employee cybersecurity behavior. Second, it investigates the underlying psychological processes (i.e., psychological contract breach and burnout) that explain the relationship between work overload and cybersecurity behavior. Third, it explores the moderating role of self-efficacy in AI learning such as ChatGPT, an understudied factor in the context of work overload and cybersecurity behavior.

Psychological Contracts and Employee Voice: Does Breach Matter?

Empirical evidence shows that the type of psychological contract and psychological contract breach affect employees’ work behaviours. One of these behaviours is employee voice, which is a key to organisational dynamics. This research aims to determine empirically the ways in which different types of psychological contract are linked to different types of employee voice, and the ways in which psychological contract breaches affect these relationships. The paucity of literature on the relationship between all three variables necessitated this research. The research targeted South African employees working in medium to large organisations with a staff component larger than 60. In a cross-sectional survey, the respondents were asked to answer a questionnaire on psychological contracts, psychological contract breach and employee voice. Correlation and regression analyses were used to test the relationships and the moderation effect of psychological contract breach on the psychological contract–employee voice links. A total of 620 respondents returned completed questionnaires, which showed acceptable psychometric properties. Relational psychological contracts correlated with promotive dimensions of employee voice, while transactional psychological contracts and psychological contract breach correlated with prohibitive dimensions of employee voice. The psychological contract–employee voice relationship was moderated by psychological contract breach only in a transactional psychological contract environment, and only for the prohibitive employee voice dimension. Psychological contracts and psychological contract breach, as well as the interaction between them, influence employee voice; with hindsight, this occurs in explainable ways. The results contribute to the understanding of the complex relationship between these variables and provide fertile ground for the formulation of targeted hypotheses. Practical recommendations are included.

Giving the Benefit of the Doubt: Investigating the Insurance‐Like Effect of CSR in Mitigating Negative Employee Reactions to Psychological Contract Breach

AbstractMany studies document employees’ value‐creating reactions to perceptions of their organization's corporate social responsibility (CSR) initiatives. Unknown, however, is whether perceived CSR can have value‐protecting effects by mitigating employees’ negative responses when they believe the organization's other actions harm their interests, as proposed by theory on the insurance‐like effect of CSR. In this respect, we develop hypotheses about the moderating role of CSR‐based moral capital, such that higher levels mitigate the effect of psychological contract breach (PCB) on employees’ negative assessment of the organization (i.e., corporate hypocrisy) and associated value‐eroding responses (i.e., lower loyal boosterism and higher turnover intentions). In Study 1, we use data from time‐lagged employee surveys. In Study 2, we conduct two experiments in a causal‐chain design. The findings support nuanced hypotheses from our theorized model and provide new insights that contribute to the broader CSR literature on value‐protection and insurance‐like effects, micro‐CSR scholarship, and PCB research.

Relationship between Psychological Contract Breach and Affective Commitment among Public University Academicians in Tanzania: The Mediating Role of Job Satisfaction

This study examined the effect of two job attitudes – perceived psychological contract breach and job satisfaction on affective commitment as well as whether job satisfaction mediates the relationship between psychological contract breach and affective commitment. A cross-sectional explanatory research design was used involving a sample of 223 academicians drawn from five public universities in Tanzania. Multiple regression analysis techniques were used to examine the effect of psychological contract breach and job satisfaction on academicians’ affective commitment to their respective universities. The mediation role of job satisfaction was tested using Andrew Hayes’ Process Macro 4.0. The results show that the two predictors explained about 62 percent of the variance in affective commitment where psychological contract breach and jobs satisfaction have, respectively, statistically significant negative and positive effects. Job satisfaction, in addition to being the most influential predictor, mediates significantly, but partially, the relationship between psychological contract breach and affective commitment. The study concludes that while psychological contract breach negatively affects the academicians’ affective commitment, part of this effect is indirect through job satisfaction. It, therefore, recommends that honoring psychological contracts is important for cultivating affection and identification of academicians with their universities, and that these outcomes would be enhanced if job satisfaction-enhancing measures are also stepped up.

The impact of perceived overqualification on employees' innovation behaviour: role of psychological contract breach, psychological distance and employment relationship atmosphere

PurposeOverqualification is a growing concern for employers in many countries. The practice of mismatching employees and positions inevitably leads to an increase in organizational training and management costs. This study can not only further enrich the theoretical achievements in the field of human resource management, but can also provide a reference for enterprise managers on how to effectively stimulate employees' innovative behaviour.Design/methodology/approach503 questionnaire responses were analysed using SPSS 24.0 and Mplus 8.0.FindingsIt was concluded that, (1) perceived overqualification is negatively related to employees' innovation behaviour (β = −0.32, p < 0.001); (2) psychological contract breach and psychological distance partially mediate the relationship between perceived overqualification and employees' innovation behaviour. Among them, the mediating effect of psychological contract breach was −0.14 (p < 0.01), and that of psychological distance was −0.12 (p < 0.001); the chain-mediating effect of psychological contract breach and psychological distance was −0.09 (p < 0.01); (3) employment relationship atmosphere played a moderating role in the relationship between perceived overqualification and employees' innovation behaviour (β = 0.04, p < 0.01).Originality/valueThis study verifies the negative impact of perceived overqualification on employee innovation behaviour and reveals the mediating role of psychological factors between the two. It also discusses the moderating effect of employment relationship climate on the relationship between perceived overqualification and employees' innovation behaviour.

The Effect of Psychological Contract Breach on Work Engagement and Intention to Leave

Öz Kuruluşların amaç ve hedeflerine ulaşmak için enerjik, yüksek performans sergileyen ve işine kendini adamış çalışanlara ihtiyaçları vardır. Bunu sağlamak için işletmeler çalışanlardan maksimum verim elde etmek için neler yapılması gerektiği konusu üzerinde ekstra bir çaba harcamak zorundadırlar. Çalışan verimliliğini düşüren unsurlardan biri psikolojik sözleşmenin ihlal edildiği algısıdır. Örgüt ile çalışan arasındaki karşılıklı beklentileri temel alan ve yazılı olmayan bir anlaşmayı ifade eden psikolojik sözleşmenin ihlal edilmesi örgüt ve çalışan açısından pek çok olumsuz sonuç doğurmaktadır. Bu çalışmanın amacı çalışanların psikolojik sözleşme ihlali algısının işe adanmışlıkları ve işten ayrılma niyeti üzerindeki etkisini ölçmek olarak tasarlanmıştır. Buradan yola çıkarak Mersin ilinde faaliyet gösteren ucuzluk mağazası çalışanlarına anket uygulanmıştır. Araştırmanın amacına uygun olarak 180 çalışandan toplanan veriler istatiksel analizlere tabi tutulmuştur. Analiz sonuçlarına göre ucuzluk mağazası çalışanlarının psikolojik sözleşme ihlali algısı işe adanmışlıklarını olumsuz etkilemektedir. Diğer bir bulgu çalışanların psikolojik sözleşme ihlali algılamasının işten ayrılma niyetlerini arttırdığını göstermektedir. Bununla birlikte çalışanların işe adanmışlıkları ile işten ayrılma niyetleri arasında anlamlı bir ilişkinin varlığı tespit edilememiştir.

부하에 의한 심리적 계약위반이 중간관리자의 직무소진에 미치는 영향

Middle managers carry out the pivotal task of implementing the organization's strategies and policies, establishing roles expected of their subordinates, and managing performance. However, through the recent generational change, members of the organization have become clearer in their individualistic tendencies, place a high value on work-life balance, and their perspective on work has also changed from 'live to work' to 'work to live'.&#x0D; Paradoxically, under the same situation in which the amount of work to be performed in a limited time and the level of performance are the same, the work expected to be performed by the members is transferred to the middle manager, who has to perform both member’s job and managerial roles at the same time. As a result, they are complaining of job burnout, depression, and helplessness. In other words, today's middle managers are faced with a situation in which they have to fulfill their duties and achieve their goals while recognizing the breach of the psychological contract in which the promises and obligations that members consider to be provided to the organization are not kept.&#x0D; Therefore, if existing studies have mainly focused on the effect on members when an organization breaches its psychological contract, In this study, approached from the perspective of when employees did not fulfill their psychological contractual obligations, the effect of psychological contract breach by subordinates on job burnout (emotional burnout) of middle managers and the serial multiple mediating effect of role overload and job stress in the process were verified. To test the hypothesis, an online survey was conducted targeting middle managers working in domestic companies, and the response data of 371 people were used for analysis. As a result of the analysis, first, psychological contract breach by subordinates was found to have a positive (+) relationship with emotional exhaustion of middle managers. Second, there was no mediating effect of role overload between psychological contract breach by subordinates and emotional exhaustion. Third, the mediating effect of job stress between psychological contract breach by subordinates and emotional exhaustion was found to have a positive (+) significant effect. Fourth, between psychological contract breach by subordinates and emotional exhaustion, role overload and job stress showed a positive serial multiple mediating effect.&#x0D; This study identified that the psychological contract breach by subordinates was an antecedent factor affecting emotional burnout of middle managers, and verified the mechanisms of role overload and job stress between independent and dependent variables. Based on the results of this study, theoretical and practical implications were presented, and the limitations of the study and future research directions were discussed.

Organisational tenure and job burnout of new generation of employees: Considering the mediating effect of psychological contract breach and the moderating effect of past breach experience

Organisational tenure and job burnout of new generation of employees: Considering the mediating effect of psychological contract breach and the moderating effect of past breach experience

Smell of silence - Psychological contract breach as a mediator between workplace bullying and employee silence

This research aims to investigate the association between workplace bullying and employee silence along with the mediating effect of psychological contract breach (PCB). Three types of silence – acquiescent, defensive and pro-social have been taken into consideration. The data for this research was collected from 430 respondents from various services sector of India. The result shows that workplace bullying significantly impacts employee silence while psychological contract breach partially mediates the association between bullying and silence at workplace. This research is one of the few studies especially in Asian countries where the three factors, bullying, PCB and silence have been taken for study. This study also becomes crucial as different dimensions of silence have been considered rather than taking employee silence as a whole. This research work could be an alarm bell for organizations where mistreatments like bullying is rampant and silence among employees is observed.

The Mediating Role of Organizational Cynicism in the Effect of Psychological Contract Breach on Counterproductive Work Behaviors

Günümüz örgütlerinde entelektüel sermaye unsurlarından biri olarak, örgüt çalışan ilişkileri gittikçe daha fazla öne çıkmakta ve örgütlerin işleyişinde temel belirleyicilerden biri olarak göze çarpmaktadır. Psikolojik sözleşme çalışanların örgütten yazılı olmayan ve karşılıklı olarak açık bir şekilde ortaya konulmayan beklentiler bütününü ifade etmektedir. Çalışanların zihninde oluşturdukları söz konusu psikolojik sözleşmenin kurallarına uyulmadığına dair algıları, psikolojik sözleşme ihlalini ortaya çıkarmaktadır. Bu durum çalışan üzerinde örgüte karşı olumsuz duygular beslemekten, bilinçli ve kasıtlı olarak örgüte zarar verici eylemlere kadar, örgütler için göz ardı edilemeyecek istenmeyen olumsuz davranışlara yol açabilmektedir. Bu bağlamda araştırmanın amacı, psikolojik sözleşme ihlali ile üretkenlik karşıtı iş davranışları arasındaki ilişkide örgütsel sinizmin aracı rolünü ortaya koymaktır. Kesitsel bir araştırma olan bu çalışmada veriler, Kayseri ilinde mobilya sektöründe faaliyet gösteren yedi farklı işletmede çalışan 476 beyaz yakalı katılımcıdan kolayda örnekleme yöntemi ile elde edilmiş ve IBM SPSS, AMOS ve Process Makro (Model 4) uygulamalarından faydalanılarak analize tabi tutulmuştur. Analizler sonucunda, işgörenler tarafından algılanan psikolojik sözleşme ihlallerinin üretkenlik karşıtı iş davranışlarını pozitif yönde ve anlamlı bir biçimde etkilediği ve örgütsel sinizmin bu ilişkide aracı rol oynadığı bulgusuna ulaşılmıştır.

How workplace bullying affects knowledge hiding? The roles of psychological contract breach and learning goal orientation

Purpose Workplace bullying is a serious problem among nurses, which results in negative workplace behavior. Therefore, this study aims to understand how workplace bullying affects employees’ knowledge hiding behavior. Specifically, this study explored psychological contract breach as an underlying mechanism between workplace bullying and knowledge hiding; and learning goal orientation as a boundary condition between psychological contract breach and knowledge hiding. Design/methodology/approach The study collected data from 343 nurses working in the health-care sector of Pakistan on convenience basis using a questionnaire-based survey between December 2021 to March 2022. The data were analyzed through structural equation modeling. Findings The results revealed the adverse effect of workplace bullying on knowledge hiding behaviors among nurses, and psychological contract breach was noted to mediate this association. Further, learning goal orientation was noted to buffer the relationship between psychological contract breach and knowledge hiding. Research limitations/implications The cross-section design may restrict causality; however, the findings suggest health-care administration take appropriate measures to reduce the adverse effects of workplace bullying. In addition, the administration is suggested to implement training programs to make nurses capable of dealing with workplace stressors (bullying and psychological contract breach). Originality/value This research provides a novel perspective to consider psychological contract breach as a mechanism between workplace bullying and knowledge hiding in the health-care sector from the conservation of resources perspective. It further explored learning goal orientation as a buffer to mitigate the effect of psychological contract breach on knowledge hiding.

Overqualification influences employee silence behavior: Effects of psychological contract breach, work alienation, and justice sensitivity

Overqualification has become a widespread social phenomenon in many countries. We collected data from 503 respondents via an online survey and used SPSS 24.0 and Mplus 8.0 for data analysis. Results showed that employee overqualification had a significant positive impact on use of silence behavior and that psychological contract breach and alienation from work partially mediated this relationship. However, the serial mediating effect of psychological contract breach and alienation from work was not significant. Justice sensitivity played a moderating role in the relationship between employee overqualification and use of silence behavior. Our research clarifies the internal mechanism between overqualification and employee silence behavior and provides a reference for managers to optimize the employment environment and use of human resources.

The State of the Psychological Contract, Justice and Engagement Drive Nurses' Performance Behaviors.

This paper investigates the links between the psychological contract and organizational justice variables on to performance behaviors through the mechanisms of engagement, job satisfaction and psychological distress, beyond the perception-oriented individual factor of negative affectivity. Nursing staff (n = 273) from a medium to large Australian hospital completed a self-report survey. Structural equation modeling found differential effects of psychological contract breach and psychological contract status, the mediating roles of engagement, job satisfaction and distress on to performance behaviors, while noting the role of individual negative affectivity. Engaging nurses is critical to both their in-role and discretionary performance behaviors. Reducing negative impacts, particularly those due to breaking promises and unfair processes, while protecting the nurses’ mental health, enables performance levels to be maintained. This study demonstrates that nurses’ general perceptions of their employment relationship impacted their in-role and discretionary performance behaviors, especially through the mechanism of engagement. The complexity of managing nurses is highlighted by those variables that enacted positive impacts via engagement as versus the variables that led to distress and acted as brakes on performance, as well as the impact of the negative affectivity trait of the nurses.

Post-breach Psychological Contract States: Development and Validation of a Measure

Research on psychological contracts is steadily growing and much empirical evidence attests to the overwhelming detrimental effect of psychological contract breach on attitudes, emotions, and behaviors. Most of this research uses a global or composite scale for psychological contract breach and does not account for the possibility that after the experience of breach, an individual’s psychological contract may change for the better or worse. To address this, our study develops and validates a new multidimensional measure of psychological contract state: Post-breach Contract State (PBCS) to capture the effects of breach on an individual’s subsequent psychological contract. Evidence from 5 samples from the UK and USA provides support for a four-dimension structure (Impairment, Dissolution, Reactivation and Thriving) that presents a better fit than alternative models; the dimensions are highly reliable; the scale demonstrates evidence for validity with constructs in psychological contract breach nomological network; distinctive cognitive processes leading to each state; the states explain incremental validity over psychological contract breach, fulfillment, and violation measures. Overall, results from the present study suggest that the PBCS is a measure that can provide more granulated insights to how the occurrence of breach can positively reshape or deteriorate an employee’s relationship with their employer.