Psychological Contract Breach Research Articles

Mapping of organizational deviance research during the last two decades: a bibliometric approach

PurposeThe objective of this study was to conduct a bibliometric analysis of the existing literature on organizational deviance to assess how far this concept has progressed since its introduction in the domain of organizational behavior.Design/methodology/approachThis study employs bibliometric methodologies (citation analysis, co-citation analysis and co-occurrence of author keywords) using VOSviewer. The Scopus database was used, as it is the largest database of scholarly literature.FindingsThe findings indicate the character and direction of organizational research over the past two decades. Organizational deviance due to psychological contract breach, organizational deviance in the context of organizational cynicism and organizational deviance in the context of psychological capital are the three major themes in the literature on organizational deviance. In addition, the study highlights the most significant authors, journals, institutions and nations in the field of value co-creation research as well as potential future research areas in this area.Research limitations/implicationsThe use of a single database and the inability to contextualize the citation structure of papers revealed by the review are limitations of this study.Originality/valueThis study examines the structure of the literature on organizational deviance and charts the field's evolution over time.

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.

Empowering pro-environmental potential among hotel employees: insights from self-determination theory

PurposeThis research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.Design/methodology/approachThe participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.FindingsThis study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.Research limitations/implicationsThe research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.Originality/valueOver time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.

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.

The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies

AbstractConsistent with recent developments, we question the validity of trait neuroticism (N) and conscientiousness (C) as antecedents of psychological contract breach (PCB) and violation feelings. We investigate how key mediating (i.e., approach/avoidance goals) and moderating (i.e., emotion regulation strategies) mechanisms of the personality-PCB relationship operate over time. In Study 1 (550 observations), state N or C was associated positively with PCB and state N was associated positively with violation feelings. In study 2 (394 observations), state N was positively related to momentary avoidance goals, which in turn were related negatively to PCB and related positively to violation feelings. Moreover, suppression moderated the latter relationship; as suppression increased, the relationship between avoidance goals and violation feelings grew stronger. In contrast, state C was related positively to approach goals, which in turn were related positively to PCB and negatively to violation feelings. We discuss implications for theory and practice.

Does workplace ostracismce lead to counterproductive work behavior in healthcare employees: the role of transactional and relational psychological contract breach

Does workplace ostracismce lead to counterproductive work behavior in healthcare employees: the role of transactional and relational psychological contract breach

Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias

PurposeDrawing on social exchange literature, this study explores the mediating role of affective commitment between employees' assessments of contract breaches and opportunistic silence, along with the invigorating effect of hostile attribution bias.Design/methodology/approachWe tested the hypotheses using multi-wave data collected from employees working in higher education institutions in Pakistan.FindingsPerceived contract breaches elicit intentional, selfish and retaliatory motives of silence, largely because employees lack emotional attachments to their organization. This mechanism is more prominent among employees who tend to blame others and perceive them as antagonistic even when they are not.Practical implicationsFor human resource managers, this investigation highlights a crucial feature – affective commitment – by which employees' perceptions of psychological contract breaches facilitate opportunistic silence. Our results suggest that this process is more likely to intensify when employees have distorted thinking, motivating them to attribute the worst motives to their employer's actions.Social implicationsPerceived contract breaches within universities can have far-reaching societal consequences, affecting trust, reputation, economic stability, and the overall quality and accessibility of education and research. Addressing and preventing such breaches is essential to maintaining the positive societal role of universities.Originality/valueThis study provides novel insights into the process that underlies the connection between perceived contract breach and opportunistic silence by revealing the hitherto overlooked role of employees' hostile attribution bias, which renders them more susceptible to experiencing unfavorable forms of social exchange.

Temporal Proximity Matters: The Impact of Justice Information Timing on Psychological Contract Breach Resolution

Although scholars and practitioners argue that organizations should provide justice information in the aftermath of a psychological contract breach (PC breach) to prevent or reduce violation feelings, it remains unclear whether that information should be provided within a few hours, days, or weeks following a PC breach. We estimated a 2-level time-lagged regression model on experience sampling data from 76 (226 observations), 70 (213 observations), and 70 (344 observations) employees with different intervals to test the durability of informational justice as a moderator on the PC breach-violation feelings relationship. We found that justice information should be provided in close temporal proximity (i.e., within the same day; Study 1) of PC breach to reduce violation feelings. In contrast, neither justice information provided the day (Study 2) or week (Study 3) after a PC breach successfully moderated the PC breach-violation feelings relationship. The current paper underscores the importance of being informationally just in close temporal proximity to a PC breach in line with resolution velocity as an indicator of the effectiveness of the recovery process. We discuss theoretical and practical implications of these findings.

The straw that broke the nurse's back-Using psychological contract breach to understand why nurses leave.

To deepen our understanding of why nurses decide to leave their occupation instead of changing jobs, we examined the antecedents that led to this decision through the theoretical lens of psychological contract breach. A qualitative design with semi-structured interviews. We collected 28 interviewees from our social networks and a social media platform. We included professional nurses who had decided to leave or had left the occupation. We analysed our data with reflexive thematic analysis, thereby giving space for the interviewee voices to rise. We identified various experiences of dissonance between interviewee expectations and reality. The interviewees expressed unfulfilled expectations or psychological contract breaches in relation to their occupation on different levels and over extended time periods. The psychological contract breaches and decisions to leave the occupation were built up over time because of continuous disappointment and dissonance between expectations and reality. The frustration, dissonance and unfulfilled expectations were expressed towards the institution of nursing rather than a specific employer or organization. Unfulfilled expectations over a longer period might cause psychological contract breach, leading to turnover intentions. Our research brings novel insights into the psychological contract, as our findings indicate that the psychological contract can be formed and breached, also between the employee and the occupation. This means that turnover intentions might result in nurses leaving the profession rather than seeking work in new organizations. The study addresses the problem of nurse shortage by showing the root reasons for deciding to leave the occupation. Our findings show how psychological contract breaches over time erupt as turnover intentions regarding the occupation rather than a job. The results guide healthcare managers and decision-makers to recognize factors leading to a psychological contract breach, thereby enabling the retention of nurses. No patient or public contribution.

Understanding the linkage between abusive supervision and counterproductive work behavior: the role played by resilience and psychological contract breach

Understanding the linkage between abusive supervision and counterproductive work behavior: the role played by resilience and psychological contract breach

Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality

How and when might employees’ perceptions of psychological contract breaches escalate into destructive voice behavior? This study predicts a mediating role of plans to quit and a moderating role of a proactive personality in this connection. Cross-sectional survey data, collected among 227 employees who work in the Canadian retail sector, inform the tests of these predictions; the statistical analyses rely on the Process macro, which supports comprehensive assessments of the proposed moderated mediation framework. The results show that a critical reason that beliefs about broken organizational promises stimulate employees to criticize their organization is that they search for alternative employment. This mediating influence of quitting is particularly salient among employees who have a disposition toward action. The study accordingly points to a notable risk for employees who are upset with an organization that does not keep its side of the bargain: They consider quitting their jobs, which spurs them to undertake destructive activities that likely render it more challenging to convince their employer to fix the problem. This harmful dynamic is especially potent among proactive employees who like to take initiative.

Psychological contract breach and mental health: the role of equity sensitivity and self-control

Purpose This study aims to extend the literature on psychological contracts, employee mental health, self-control and equity sensitivity among employees in Ghana. Design/methodology/approach Data for this study came from a sample of 484 employees from an organisation in the telecommunication sector of Ghana. The details of the study were discussed with employees after which they were given the choice to participate in the study. Findings The present study found that psychological contract breach is directly associated with mental health and indirectly related to mental health through equity sensitivity and self-control. Originality/value The findings suggest that psychological contracts are important aspects of the employment relationship that could be used to enhance employee mental health. Furthermore, enhancing employees’ self-control and resolving issues of individuals high on equity sensitivity are effective ways that organisations can deploy to sustain mental health in the face of psychological contract breaches.

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

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

Abusive supervisor triggers counterproductive work behaviors in nursing staff: role of psychological contract breach and Islamic work ethics

PurposeAbusive supervision (AS) provides insights into the darker aspects of leadership behavior and its effects on employees. Understanding and addressing AS can contribute to creating healthier work environments and promoting employee well-being. The effect of abusive leadership (AS) on counterproductive work behaviors (CWB) in nursing staff is examined through the theoretical lens of the social exchange theory.Design/methodology/approachData were collected from 302 nursing staff working at public and private hospitals through a self-administered questionnaire. Measurement scales were adapted from the literature and the data were tested for validity and reliability before performing hypotheses testing through structural equation modeling in SmartPLS 4.0.FindingsAS positively affects CWB, and psychological contract breach mediates this relationship. However, employees with high Islamic work ethics (IWE) are less concerned with supervisors' dysfunctional behaviors and pay less attention to them; thus, IWE buffers the effect of AS on CWBs.Originality/valueA positive and supportive organizational climate is crucial for attracting and retaining skilled healthcare professionals. When healthcare professionals are subjected to abusive behaviors, their ability to share knowledge, adopt safety protocols and provide the best patient care may be hampered. Therefore, addressing AS in hospitals is vital to promoting a positive work environment, enhancing employee well-being and improving patient care.

Work–family conflict and work engagement among construction professionals: role of psychological contract breach and gender

Purpose Work–family conflict (WFC) is rife among construction professionals, leading to a significant negative impact on their work engagement. Building on an extant body of research, this study provides nuanced insights into the link between WFC, work–life balance (WLB) and work engagement and identifies the boundary conditions of these relationships.Design/methodology/approachData were collected from 257 dyads of construction professionals and their immediate supervisors from a sample of five construction firms based in India using an online survey.FindingsThe results found that WLB mediates the relationship between WFC and work engagement, and the relationship is controlled by professionals' gender and perceptions of psychological contract breach (PCB). An important finding is that PCB accentuates the negative influence of WFC on work engagement via WLB. The study also reveals that the negative impact of WFC on WLB is stronger for women.Practical implicationsThe findings are relevant for construction firms since they are primarily dominated by men and continue to struggle to attract more women professionals. The study insights provide avenues to expand existing research on the relationship between WFC and work engagement and offer managerial implications for improving construction professionals' work engagement in the high-pressure context of the construction industry.Originality/valueThe study significantly advances the underdeveloped literature on work–family interface, especially in the unique work settings of the construction industry, by establishing WFC as a predictor and revealing how engagement at work is affected. It highlights the importance of boundary conditions such as gender and PCB. It is one of the first to assess the relationship between WFC, WLB, PCB and work engagement among construction professionals in India.

Exploring Fresh Insights in Psychological Contract Research

Extant literature in the psychological contract field has addressed the ramifications of psychological contract breach, much of the evidence is drawn from the West. Perspectives from the Global South are not represented in proportion. The emergence of China and India, etc. to global players signals the criticality of examining the psychological contract in socio-cultural spheres outside the West. The article's contribution is clarifying culture and contexts as critical in theorizing modern inclusive psychological contract, transcending the West. It is found that culture is a key determinant of the form and functioning of the psychological contract in the Global South where allegiance, kinship, social networks impact on the perception and acceptance of employment relations and working conditions, etc. This means that, in many developing country contexts (despite perceived exploitation of workers by global players), there is limited association between psychological contract breach and employee turnover or organizational performance because the ‘divine' helps manage post-psychological breach.

Sexual harassment and psychological distress experienced by women police: The role of embitterment and psychological contract breach

Abstract Despite decades of workplace interventions, often focussed on increasing women police numbers, women continue to be under-represented in policing. Understanding the experiences of women once they have entered policing has been an area of ongoing interest. Examination of the experiences of women police is often undertaken with reference to its masculinized culture. Stemming from these discussions, sexual harassment remains a persistent concern across many police agencies. This study involves 491 women police employed in one large Australian, state police organization. Derived from the study findings, the concepts of psychological contract breach (PCB) and embitterment, two factors that have been rarely studied in policing, are critical to understanding the relationship between sexual harassment and psychological distress. Using mediated regression analysis, the research found PCB and embitterment provide a more nuanced explanation of outcomes of sexual harassment experiences and in turn, provided insight into why sexual harassment is associated with greater psychological distress. This research positions police agencies and their leaders to develop and implement more effective support strategies for women police who have experienced sexual harassment and mitigate negative psychological health impacts that may result.

Broken psychological contracts in health and social care during COVID-19 among nursing professionals.

In this study we are interested about the reasons why nurses leave their occupation as a nurse and what is the role of the COVID-19 pandemic behind this decision. Our focus is in registered and auxiliary nurses working in all fields of health and social care. The research, which this abstract is based, investigates why nursing professionals are leaving their occupation and how the health care as working environment should be developed in order to secure enough enthusiastic professionals to the field. Theoretical background leans on the concept of psychological contract which we using to describe the relationship between employer and employee referring to an individual´s beliefs about the terms and conditions of a mutual exchange agreement.
 Psychological contract exchange is based on the perceptions of employee and employer rather than what is explicitly agreed and written down. The studies of the psychological contract have emphasized to breach of the contract meaning the situation where another contract party has failed to fulfill the expectations and obligations of the other party. Psychological contract breach cause dissatisfaction towards to work, impairs commitment to the organization and affects to the employee´s mental well-being and retention to work. In this study we examine situation where the psychological contracts breach has already led to leave work in health and social care. Explicit research question is: Why nurses leave their nursing position and how the COVID-19 has influenced to this decision?
 Our data consists of 36 stories wrote by registered and auxiliary nurses telling why they have left their nursing position and it was collected in Autumn 2021 via textual data collection tool “Penna” which is maintaining by Finnish Social Science Data Archive (FSD). Written request was intentionally very open and gave respondents freedom to describe their thoughts why they have left the nursing position. Altogether there were 310 stories but in here, we decided to concentrate to stories (n=36) where the COVID-19 was mentioned to be the final reason to leave the field.  Based on preliminary findings, it seems that psychological contract was breached many ways during the COVID-19. For example, nurses were strongly disappointed how the work was organized during the crisis (leadership issues, working environment). They felt that their self-determination was broken especially considering the vaccination policy.  In these stories, the writers emphasize the workload and lack of appreciation.
 This study highlighted that there were critical perspectives towards health and social care working conditions that the COVID-19 made even worse. This means that the was negativity and feeling of unappreciation and the COVID-19 somehow enabled to final decision. This is appearing as increase in workload and nurses were not able to have their normal and entitled vacations.  Based on preliminary findings, it seems that psychological contract breached.
 Study indicates that we need to recognize the factors that are breaching the psychological contracts in order to develop and plan health and social care as well as nursing profession. This should be considered in all levels: individual, leadership and management as we

EXPLORING THE RELATIONSHIP BETWEEN PSYCHOLOGICAL CONTRACT BREACH AND EMPLOYEE VOICE IN THE HOTEL INDUSTRY: AN EMPIRICAL STUDY

This study aims to investigate the role of psychological contract breach as a predictor of employee voice behavior. For this study, data was collected from employees working in A category hotels in Srinagar, Kashmir, India. The findings offer empirical evidence supporting the hypothesis that psychological contract breach (PCB) has a negative relationship with employee voice (EV). The finding is consistent with social exchange theory, suggesting that employees reactions are influenced by the treatment they receive from their organizations. The study contributes to the current body of literature on psychological contract breach and its impact on discretionary work behaviors. KEYWORDS: Psychological contract breach, Employee voice, Hotel industry, Structural equation Modelling

Psychological contract breach and employee engagement: moderation of role of a high-performance work system

Psychological contract breach and employee engagement: moderation of role of a high-performance work system