Psychological Contract Breach Research Articles

Attenuating the relationship between job insecurity and job satisfaction: An examination of the role of organizational learning climate in three countries

Research indicates job insecurity (JI) is related to lower job satisfaction, partially mediated by psychological contract breach (PCB; a perceived breaking of the implicit exchange relationship between employer and employee). The authors investigated the extent to which providing a positive organizational learning climate (OLC) might attenuate the relationships between (a) qualitative JI and PCB and (b) PCB and job satisfaction. Using cross-sectional survey data from higher education industry employees within the US ( N = 372), South Africa ( N = 1096), and Croatia ( N = 719), the study found consistent results across all three settings. Qualitative JI was negatively associated with job satisfaction both directly and indirectly via PCB. Although a positive OLC did not attenuate the relationship between JI and PCB, it did buffer the relationship between PCB and job satisfaction. The findings are discussed in light of Conservation of Resources theory and the need to identify practical organizational interventions to alleviate the adverse effects of qualitative JI.

DOES PSYCHOLOGICAL CONTRACT BREACH LEAD TO PROCRASTINATION AT WORK? THE MEDIATION FUNCTION OF ORGANIZATIONAL CYNICISM

This study aims at exploring the psychological contract breach’s impact on procrastination at work. Besides, the present study examines whether organizational cynicism mediates this impact. Drawing on social exchange and affective events theory, this study hypothesized that the psychological contract breach would increase procrastination at work, and organizational cynicism would mediate the link between psychological contract breach and procrastination at work. We gathered data from 237 employees by adopting the survey method for testing the hypotheses. All analyses were conducted by using quantitative research methods. Findings indicated that psychological contract breach significantly increased work procrastination. In addition, organizational cynicism had a full mediation role. Several implications were proposed based on the findings.

Does tourism mental fatigue inhibit tourist citizenship behavior? The role of psychological contract breach and boundary conditions

The current study explores how tourism mental fatigue influences tourist citizenship behavior by examining a moderated mediation model. The results indicate that tourism mental fatigue negatively influences tourist citizenship behavior, and this relationship is mediated by psychological contract breach. Additionally, the relationship between motivational fatigue and psychological contract breach and the indirect link between motivational fatigue and tourist citizenship behavior are weaker for tourists with higher internal service locus of control. Thus, in promoting tourist citizenship behavior, DMOs should develop strategies to reduce tourism mental fatigue, and pay attention to tourists’ psychological contract and service locus of control.

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'.
 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.
 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.
 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.

Leveraging from Home: A Qualitative Study Examining Indian Nurses’ Job Demand Management during the Pandemic

In this qualitative study spread across three Indian states—Assam, Kerala and Maharashtra, we explore how 13 Indian staff nurses working full time in the first wave of the COVID pandemic cope with the increased job demands and perceived psychological contract breaches (PCB) from a work−home resources (W−HR) perspective. The study utilises the W−HR model as a theoretical lens to analyse the nurses’ lived experiences through a phenomenological approach. We could observe that a significant black swan event such as the pandemic can trigger resource depletion at work and home and materialise in PCB at work for the nurses. Nurses then resort to sensemaking to tide over the pandemic-affected work circumstances by balancing contextual demands and personal resources. By integrating PCB experienced by these nurses via a W−HR model framework, we address calls by researchers to understand how psychological contracts change over time.

Psychological contract breach and emotional exhaustion among self-initiated expatriates: The role of social support and cultural orientation

Self-initiated expatriates (SIEs) face a unique set of challenges associated with working abroad without organizational sponsorship or support. A lack of clarity about mutual obligations and responsibilities can often lead to misunderstandings about the terms of the employment relationship and to perceptions of psychological contract breach. Drawing on a sample of self-initiated expatriates working in the United Arab Emirates, this study examines the relationship between psychological contract breach and emotional exhaustion exploring how culturally based value orientations and social support affect the relationship. Results indicate that individual-level cultural orientation can shape the responses of SIEs to perceived breaches and to its detrimental emotional effects. Individuals with a collectivist as opposed to an individualist orientation utilize more effectively social support from co-workers and supervisors and are less likely to be negatively affected by psychological contract breaches.

Employee voice as a behavioural response to psychological contract breach: The moderating effect of leadership style

Empirical evidence shows that psychological contract breach (PCB) leads to negative work behaviours of employees, including withholding of discretionary activities such as employee voice (EV). This research aims to determine empirically how PCBs are linked to different types of EV, and how different leadership styles affect these relationships. The paucity of literature on the relationship between all three variables necessitated this research. The study targeted medium to large South African organisations with more than 60 employees. The population sample was representative of a broad range of South African employees. This research adopted a crosssectional survey design, whereby the respondents were asked to answer a questionnaire about PCB, leadership styles and EV. Correlation analyses were used to test the direct links between variables and regression analyses to test for the moderation effect of leadership styles on the PCB–EV link. The data were collected from 620 respondents from 11 organisations. All the instruments showed acceptable psychometric properties. Three findings were dominant: PCB correlated negatively with promotive types of EV and positively with prohibitive types of EV; leadership styles were a weaker predictor of EV than PCB; and the PCB–EV relationship was, in most cases, partially moderated by leadership styles. PCB and leadership styles influence EV; however, leadership styles only partially influence the PCB–EV relationship. Applying a specific leadership style to influence EV under conditions of PCB is partially effective. Managers should circumvent PCB and focus on the fulfilment of PC, as this would elicit promotive EV and lessen prohibitive EV.

Unemployment risk perception and knowledge hiding under the disruption of artificial intelligence transformation

Using social exchange theory, we proposed a moderated mediation model to explore the relationship between unemployment risk perception and employee knowledge hiding under the disruption of artificial intelligence transformation. We conducted an empirical analysis of data from 274 respondents who completed a two-stage survey with an interval of about 2 weeks. The results were as follows: First, unemployment risk perception was positively related to employee knowledge hiding. Second, psychological contract breach mediated the relationship between unemployment risk perception and employee knowledge hiding. Third, mindfulness negatively moderated the relationship between psychological contract breach and employee knowledge hiding. Fourth, mindfulness negatively moderated the strength of the mediated relationship between unemployment risk perception and employee knowledge hiding via psychological contract breach. The research conclusions can help companies formulate policies to guide employees to actively share knowledge in artificial intelligence transformation contexts.

Am I in an obstructive employer-employee relationship? The role of breach in employee reactions during tough times

PurposeTo provide insight into how employees react during challenging economic times, this paper aims to examine employee responses to non-fulfilled employer obligations. More specifically, the authors examine two main issues: first, whether perceptions of organizational obstruction (PO Obstruction) mediate the relationship between psychological contract breach and intent to quit, as well as between psychological contract breach and willingness to support the organization, and second, whether breach moderates the relationship between PO Obstruction and intent to quit as well as between PO Obstruction and willingness to support the organization.Design/methodology/approachTo test the hypotheses, the authors conducted a field study in which 316 employees took part.FindingsThe results indicate that PO Obstruction mediates the relationship between breach and employee outcomes. Regarding the moderating effects of the breach, the findings suggest that breach strengthens the positive relationship between PO Obstruction and intent to quit while it weakens the negative relationship between PO Obstruction and willingness to support the organization.Originality/valueThis paper contributes to the existing literature by introducing a new perspective of the breach-outcome relationship.

“My contract is breached, and I want to leave, but I am embedded!” how do reluctant stayers respond?

PurposeThis study takes a unique perspective on the role of psychological contract breach, turnover intentions and off-the-job embeddedness in influencing the behavior of reluctant stayers. More specifically, reluctant stayers are defined as employees who are high on turnover intentions and off-the-job embeddedness. It proposes that employees who perceive psychological contract breaches are more likely to develop turnover intentions. Such breaches are expected to indirectly spur organizational deviance, with turnover intentions as the mediator. Finally, a moderated-mediation model is proposed where off-the-job embeddedness is expected to moderate the relationship between turnover intentions and organizational deviance.Design/methodology/approachData were collected from 231 employees across the energy sector within the Caribbean nation of Trinidad, using a two-wave research design and a path-analytic approach.FindingsThe findings provide support for the propositions that perceived psychological contract breach predicts turnover intentions and that turnover intentions mediate the contract breach–organizational deviance relationship. Further, the proposition that off-the-job embeddedness moderates the relationship between turnover intentions and organizational deviance was supported by the sample data. Consequently, reluctant stayers (employees with high turnover intentions and high off-the-job embeddedness) responded to perceived psychological contract breach with higher levels of organizational deviance when they were more deeply embedded.Originality/valueLimited studies have explored the behaviors of reluctant stayers, and hence this study adds to research on this emerging classification of employees. Furthermore, no study has yet explored the role of high turnover intentions and off-the-job embeddedness in creating reluctant stayers.

Competitive psychological climate, conflict and psychological contract breach

AbstractThe current study adds to existing knowledge by investigating how competitive psychological climate (CPC) is associated with employees' perceptions of the extent to which their employer has failed to appropriately fulfil the psychological contract. To test the research model, we collected information from 247 employees in eight companies. The findings suggest that CPC has a positive indirect relationship with psychological contract breach (PCB) through task and relationship conflict. Additionally, we find that a significant (and negative) direct relationship between CPC and PCP only emerges after partialling out mediation by task and relationship conflict. These findings contribute new insights to the literature with regards the outcomes of CPC and the antecedents of PCB. Furthermore, the results support existing evidence concerning the complex set of outcomes that have been associated with CPC and also generates novel insights into the outcomes for intragroup conflict.

Outcomes of psychological contract breach for banking employees during COVID-19 pandemic: moderating role of learned helplessness

PurposeThe present study aims to understand the relationship between psychological contract breach (PCB) and outcome variables with mediation role of job stress, psychological empowerment and moderating role of learned helplessness.Design/methodology/approachDescriptive cross-sectional research design was deployed. Data were collected from the Indian public sector bank employees, especially from those who are regularly going to the banks even during the lockdown situation. A total of 239 respondents were contacted via online and offline method.FindingsThe authors reported that bank employees feel the breach of psychological contract which induced job stress. Further, job stress negatively impacts their psychological empowerment and psychological empowered employees exhibit increased innovative behavior and well-being. The authors also found that job stress and psychological empowerment mediated the relationship between PCB and outcome variables, and learned helplessness moderates this relationship. The current study captures the psychological response of employees during the pandemic era.Originality/valueThe study also highlights that during the pandemic, when majority of the employers have given work from home, the public sector employees were regularly going to the banks with fragile mindset. The banks' managers and HR managers can also understand that how the fulfillment of expectations is important not only for employee well-being but also for the health of the organization.

The effect of psychological contract breaches and self-efficacy on employee performance

PT Pegadaian (Persero) Lampung Area is a non-banking financial institution that provides credit to the public on mortgage laws in Indonesia. Psychological contract breaches are problems often found in companies where employees feel that the company violates promises made to contracts. In addition, employees' self-confidence level can influence the level of sound performance or vice versa. Performance appraisal is carried out transparently and objectively to see and evaluate employee performance. At the beginning of each financial year, PT Pegadaian (Persero) Lampung sets a Key Performance Indicator (KPI) for each work unit. The purpose of this study was to find out whether Psychological contract breaches and self-efficacy have a partial effect on employee performance at PT Pegadaian (Persero) Lampung area. Methods of data collection is using primary data. For the data analysis, we used simple linear regression and t-test; using the help of IBM SPSS version 25 software. The sample in this study was 125 respondents with a probability sampling technique and a simple random sampling method. The results of this study support the hypothesis that psychological contract breaches have a negative and significant effect on employee performance, and self-efficacy has a significant positive effect on employee performance at PT Pegadaian (Persero) Lampung Area.

A Turn of the Tables: Psychological Contracts and Word of Mouth about Sharing Economy Platforms When Consumers Get Reviewed

Abstract The Peer-to-Peer sector of the sharing economy relies on reputation systems through which consumers and providers review each other. Whereas prior research has examined the effects of reviews by consumers on providers and firms, this research examines, for the first time, a turn of the tables in which consumers are evaluated. Across a pilot and seven studies (five preregistered), using multiple actual behaviors and sharing contexts, results reveal that a negative review of the consumer from the peer provider leads to negative word of mouth (NWOM) about the platform. Drawing from psychological contract theory, the research demonstrates that this effect is mediated by consumers' perceived betrayal by the platform. Two sets of moderators are identified. The first set establishes that a breach of consumers' psychological contract with the platform underlies the effect. In the second set, platform policies that may render a breach more or less consequential can intensify or mitigate consumer reactions. Specifically, making the review private (vs. public) and providing opportunities for justice restoration (response, revenge, and dispute) attenuate the effect of review valence on betrayal and NWOM. Implications for sharing economy platform managers and consumers are discussed.

Tales from the Other Side: An Exploratory Study of the Effects of Third‐party Enforced Psychological Contract Breach Risk on Breachers and their Relationships During a Work‐to‐rule Teacher Strike

AbstractLittle research has been done on psychological contract breach situations from the perspective of the breacher, including situations in which potential breach actions were enforced by a third‐party. This exploratory study aims to see how enforced breach affects the breacher, their reactions to the situation, and their relationships with community stakeholders. Semi‐structured long‐form interviews with Canadian teachers whose union decided to go on a work‐to‐rule strike, risking relational breaches with school community stakeholders, were undertaken. Teachers experienced negative emotions and engaged in breach mitigating actions. Implications include being aware of the negative effects on unwilling breachers and the relationships with the source of breaches, and the possibility of mitigating breaches while still removing obligations if breachers engage in mitigating actions.

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 EFFECT OF PSYCHOLOGICAL CONTRACT BREACH ON COUNTERPRODUCTIVE WORK BEHAVIOUR MEDIATED BY JOB SATISFACTION AND MODERATED BY ISLAMIC WORK ETHICS

The study provides empirical evidence on the mediating effects of job satisfaction (JS) and the moderating role of Islamic work ethics (IWE) when counterproductive work behaviour (CWB) is predicted by psychological contract breach (PCB) in the context of the public ministries of the Gaza Strip, Palestine. The researchers used selfadministered questionnaires to collect data from 256 managers. The data gathered was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The results confirmed IWE as a moderator between PCB and JS as well as JS being a positive mediator in the PCB–CWB relationship. However, the direct relationship between PCB and CWB was insignificant. Based on these results, we point out the theoretical and practical implications of the study as well as its limitations and our recommendations for further studies.

Embitterment in the Workplace: How Does It Associate with Burnout and What Triggers It?

Aim/Purpose: Embitterment comprises a stress-related response to unjust life experiences. Studies have found that it can have a toll on employees’ well-being. However, research on this matter is still in its infancy. Background: Within the scope of the present study, Ι sought to investigate how embitterment relates to burnout – the prolonged consequence of stress. This study further explored whether breaches of psychological contracts can trigger embitterment. Methodology: The study employed a cross-sectional design where two hundred and eight (N = 208) participants from the general population completed an online survey. Contribution: Findings suggest that the toll of embitterment might be much more than what research has suggested so far. Those who experience embitterment can become emotionally exhausted and cynical and these findings can be especially useful when identifying embitterment. Findings: It was found that embitterment related to higher burnout levels and more specifically emotional exhaustion and cynicism. No significant findings were revealed for the relationship between professional inefficacy and embitterment. Also, psychological contract breach was found to be a significant predictor of embitterment, supporting further the notion that perceptions of injustice can trigger feelings of embitterment. Results also showed that embitterment mediated the relationship between psychological contract breach and burnout. Recommendation for Researchers: The study highlights the notion that fairness is a key precursor of embitterment, and this finding is essential when developing interventions to prevent embitterment from arising. Future Research: Future research could use a longitudinal study design to unravel whether burnout represents a precondition or the consequence of embitterment. Future research should also include more objective measures. For example, it would be useful to pair self-report data with more objective measures on embitterment (e.g. clinical interviews).

Deviant Behavior: Relationships Between Breach of Psychological Contract and Organizational Culture

Deviant Behavior: Relationships Between Breach of Psychological Contract and Organizational Culture