Psychological Contract Violation Research Articles

Does Psychological Contract Violation Change the Original Intention of Eco-Tourists to Participate in Scenic Value Co-Creation?

Eco-tourists are the practitioners of promoting the harmonious development of humans and nature, and have a very important significance for the scenic spots and sustainable development of scenic areas. However, external factors often interfere with the eco-tourists’ original intention, which not only affect the tourist experience, but also bring a negative influence to the scenic spots, and even the destinations where they are located. Identifying the triggering factors and processes that influence eco-tourists’ participation in scenic value co-creation will lay a solid foundation for the effective governance of scenic areas. This paper systematically explores whether, how and when psychological contract violations significantly affect the eco-tourists’ participation in scenic value co-creation from the perspective of psychological contract violations. The data are collected from 556 eco-tourists’ questionnaires from the Yellow River Estuary Ecotourism Zone of Dongying City, Shandong Province, China. Through a hierarchical regression analysis and further validated by the Bootstrap method, the study finds the following: First, eco-tourists’ psychological contract violation has a significant negative effect on their participation in value co-creation. Second, moral disengagement plays a mediating role in the relationship between psychological contract violation and value co-creation behavior. Third, moral disengagement acts on value co-creation. The process of moral disengagement on value co-creation behavior is influenced by the level of expertise. The negative effect of moral disengagement on value co-creation decreases as the level of expertise increases. The findings of this paper not only expand the antecedents of tourists’ participation and the path of psychological contract violation in value co-creation, but also have important practical implications for promoting eco-tourists’ participation in value co-creation as well as reducing, preventing and identifying psychological contract violation in ecotourism scenic spots.

How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness

When knowledge workers encounter psychological contract violations, they usually send out biased signals. Their job satisfaction decreases and their turnover intentions increase. However, in the increasingly competitive talent market, employees may not choose to leave when they encounter psychological contract violation. Based on the theoretical research results of the existing psychological contract violation, job satisfaction, turnover intention and job embeddedness, this paper analyzes the internal connections and deep relationships among the key elements by referring to the possible causes and results of the changes in the key elements. Survey technique was utilized while knowledge workers were selected as targeted respondents from specified provinces of China. A total of 392 valid questionnaires were selected by questionnaire survey. Statistical analysis was carried out by SPSS21 and AMOS23, and regression analysis was used to repeatedly verify the relationship between various elements. The results show that psychological contract violation positively predicts the turnover intention of knowledge workers, job satisfaction mediates the positive effect of psychological contract violation on turnover intention, and job embeddedness negatively regulates the positive effect of psychological contract violation on turnover intention. This study has theoretical and practical significance in enriching the theory and methods of organizational management, inspiring knowledge workers to stimulating their work potential, reducing employees' turnover intention, reducing the impact of resignation on the enterprise, and enhancing the enterprise's human resource management of knowledge workers.

중국 중소기업을 대상으로 책임형 리더십이 구성원의 지식공유에 미치는 영향에 관한 연구

This research revealed the process of increasing knowledge sharing in Chinese SMEs and suggested the way to improve knowledge sharing. As a factor that enhances knowledge sharing, it focused on responsible leadership. The main reason is that responsible leadership is emphasized as a key variable that leads organizational members' positive attitudes and behaviors toward their organization in the context of Chinese organizational culture. Although the importance of knowledge sharing and responsible leadership is being emphasized in Chinese SMEs, empirical studies verifying the causal relationship between responsible leadership and knowledge sharing are still insufficient. Based on such issues, this study attempted to clarify the causal relationship between responsible leadership and knowledge sharing. It also identified the mediating role of a positive working atmosphere in the process of inducing knowledge sharing. Furthermore, in relation to variables that can determine the level of knowledge sharing, the moderating role of psychological contract violation was identified. In order to verify the hypotheses, this study conducted a survey on employees who work in Chinese SMEs and used a total of 331 questionnaires for empirical analysis. It used measurements in previous research which were verified the validity to measure all variables and the empirical analysis included demographic analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and regression analysis. The Hayes' SPSS PROCESS Macro 3.4 program and AMOS 24.0 program were used in this study. The results showed that responsible leadership had a significant positive influence on a positive work atmosphere and knowledge sharing. In addition, it was found that positive work atmosphere had a significant positive influence on members' knowledge sharing. Furthermore, it was verified that responsible leadership had a positive influence on knowledge sharing via positive job atmosphere.It concluded that positive job atmosphere was a mediation factor that lead to knowledge sharing. However, contrary to what was expected in this study, it was found that responsible leadership and positive working atmosphere were not associated with psychological contract violation. Furthermore, the moderating effect of psychological contract violation was found to be insignificant in the relationship between responsible leadership and positive working atmosphere. In general, previous researches have been verified that psychological contract violation is a negative variable that induces organizational members' negative attitudes and behaviors and such process reduces individual and organizational performance. However, the results of this study are different from those of previous researches. The results revealed another aspect of the role of contract violation in Chinese SMEs. Overall, this research presented a new research model for the process leading to knowledge sharing and contributed to expanding the research field of responsible leadership and knowledge sharing. Furthermore, theoretical and practical implications were presented via the results of this study and the future research directions were presented.

When psychological contract violation inhibits affiliative and challenging behaviors: the roles of supervisor-subordinate guanxi and job control

When psychological contract violation inhibits affiliative and challenging behaviors: the roles of supervisor-subordinate guanxi and job control

A cross-cultural investigation of the relationship between eco-innovation and customers boycott behaviour

Retailers are under pressure to utilise eco-innovation to improve their operations and reduce customers boycotts as a result of the growing concerns of customers about environmental issues. Thus, this paper examines the effect of eco-innovation (i.e., reactive eco-innovation, proactive eco-innovation) on customers boycotts behaviours across various cultural environments. It also explores the role of ethical ideology (i.e., idealism, relativism) on this relationship. Based on psychological contract violation theory was used to develop our study model. We collected data from 3392 consumers from four different countries to test the study model. The results indicated that company's reactive eco-innovation is positively related to customers boycotts behaviour and this relationship is stronger in the developed societies (i.e., UK, USA) than in the developing societies (i.e., Saudi Arabia, Egypt). Furthermore, proactive eco-innovation has a negative effect on boycotts. This link is stronger in the in the developing societies (i.e., Saudi Arabia, Egypt) than in the developed societies (i.e., UK, USA). Psychological contract violation and environmental concerns were found to mediate this relationship. Moreover, our study found that idealism has a negative influence on boycotts while relativism has a positive effect on boycotts. Our study offers meaningful theoretical and managerial implications for retailers in different cultural contexts.

Violated contracts, inadequate career support, but still forgiveness: Key organizational factors that determine championing behaviors

AbstractTo establish how and when psychological contract violations steer employees away from championing behaviors, this study addresses the mediating role of beliefs about inadequate career support and the moderating role of forgiveness climates, as perceived by employees. Survey data from 208 employees of a retail organization, along with a simultaneous estimation of mediation and moderation effects (Process macro), reveal that a sense of organizational betrayal undermines efforts to mobilize support for innovative ideas, because employees critique employers for offering limited career support. Perceptions of an organizational climate that forgives mistakes mitigate this harmful process. For championing research, this study unpacks an unexplored link between psychological contract violations and championing efforts, influenced by career‐related adversity and organizational forgiveness. For practitioners, it pinpoints the danger that employees who feel betrayed might inadvertently make things more difficult, because they react with work‐related complacency. Organizations should create benevolent internal environments to diminish this danger.

Investigating the Impact of Psychological Contract Violation on Survivors’ Turnover Intention under the Downsizing Context: A Moderated Mediation Mechanism

In the light of social exchange theory, our study aimed to explore the impact of psychological contract violation on survivors’ turnover intention, specifically in a downsizing context. We put forth a moderated mediation model to uncover the mediating role of organizational commitment, as well as the boundary conditions of organizational support and emotional susceptibility as a moderating mechanism. To test our hypotheses, we surveyed 202 out of 271 layoff survivors belonging to the stores of an established manufacturing and retail footwear business in the southwest region of China. The study found a positive relationship between psychological contract violation and the survivors’ turnover intention. In addition, organizational commitment has been identified as a powerful mediator between psychological contract violation and turnover intention. This study, however, only explores how organizational support significantly moderates the mediating effect of organizational commitment in regard to psychological contract violation and turnover intention. This study helps organizational practitioners to ensure sound management practices for employees, in order to get rid of adverse consequences evinced through individuals’ negative emotions.

Brand attitude and purchase intention linkages in smartphone advertising: moderating role of psychological contract violation

Brand attitude and purchase intention linkages in smartphone advertising: moderating role of psychological contract violation

Turning bad into good: the role of service recovery journey in healing the pain of psychological contract violation

Turning bad into good: the role of service recovery journey in healing the pain of psychological contract violation

Brand attitude and purchase intention linkages in smartphone advertising: moderating role of psychological contract violation

Brand attitude and purchase intention linkages in smartphone advertising: moderating role of psychological contract violation

RETAINING MILLENNIAL EMPLOYEES IN THE WORKPLACE: A LITERATURE REVIEW

Desire to leave organization (turnover intention) is a phenomenon that has increased in recent years, especially for Millennial employees that dominate the job market now and have unique characteristics which require special attention. This systematic literature review aimed to identify the factors that influence turnover intention in Millennial employees. On 25 June 2022, a search on three databases: SAGE Journals, Springer Link, and Web of Science, and keywords “turnover intention*” AND “Millennial*” OR “generation y” OR “gen-y”, with year filter 2019-2022, showed 73 relevant articles. Furthermore, applying the inclusion and exclusion criterias, there were 5 articles selected. The results showed that the influencing factors are: psychological contract violations, work-life balance, job characteristics (task and knowledge), work fulfillment, and the quality of relationship with colleagues. By knowing these factors, organizations can use them as a reference in formulating strategies to retain Millennial employees in the workplace.

The effect of audit team's emotional intelligence on reduced audit quality behavior in audit firms: Considering the mediating effect of team trust and the moderating effect of knowledge sharing.

Reduced audit quality behavior is widespread in the auditor's practice and is an important factor threatening audit quality. Some prior studies have investigated the relationship between auditors' psychological contract violation and reduced audit quality behavior. However, the research of relationship between emotional intelligence (EI) and auditors' behavior is still in its infancy despite the fact that the auditing profession would benefit greatly from improving audit team's EI. This study examines whether and why the audit team's EI restrains the audit quality reduction behavior in audit firms. In the study, our hypotheses are tested using a data set collected from 326 respondents in Chinese audit firms. The results are as follows: firstly, audit team's EI is directly negatively related to reduced audit quality behavior. Secondly, EI is indirectly related to reduced audit quality behavior, through team trust. The results of structural equation modeling (SEM) indicate a mediation model where team trust is negatively related to reduced audit quality behavior. Thirdly, knowledge sharing is a significant mechanism that moderates the effects of different types of EI on audit quality reduction behavior. In the audit team with high knowledge sharing, the audit team's EI can refrain the audit quality reduction behavior; In the audit team with low knowledge sharing, the audit team's EI has no significant effect on audit quality reduction behavior. This study expands the factors affecting audit quality to the psychological level of audit teams, enriches the literature on audit team's behavior characteristics, and provides direct evidence for the relationship between audit team's psychological characteristics and audit quality.

A Study on the Psychological Attributes of Survivors Who Experienced Downsizing in China

This study aims to examine how perceived justice affects downsizing survivors' attitudes, from the psychological contract perspective. By using data collected through surveys from employees of the Industrial and Commercial Bank of China (ICBC) who have recently survived layoffs, we examine the relationships between perceived justice, the survivors' psychological status, and their attitudes after downsizing. The hypothesis was verified through path analysis using SPSS 26.0 and Amos 23.0. Our findings are as follows. Perceived justice has a negative effect on psychological contract violation and a positive effect on trust. Psychological contract violation influences affective commitment negatively and influences turnover intention positively. Trust is positively related to affective commitment and negatively related to turnover intention. We hope that this study will be a useful piece of data that can provide guidelines for inducing positive behavior of members in downsized organizations.

Treat for affection? Customers’ differentiated responses to pro-customer deviance

Pro-customer deviance (PCD), which is featured with two-sided moral concerns (altruistic motivation vs. deviating from organizational norms), has been widely witnessed in the hospitality industry. However, few studies have taken the moral perspective to examine how customers respond to PCD. Based on the social exchange theory and cognitive appraisal theory, this study empirically regards PCD as a double-edged sword and proposes a dual-pathway model to examine differentiated responses to PCD from the perspective of both focal and observing customers. The results of three experiments showed that PCD could increase (reduce) focal customers’ (observing customers’) citizenship behavior through perceived preferential treatment (psychological contract violation) and gratitude (disgust). Additionally, the relationships between PCD and customer citizenship behavior were moderated by relationship norms (communal relationship vs. exchange relationship). This study enriches the literature on the consequences of PCD and provides managerial insights into how hospitality enterprises should manage employees who engage in PCD. • This study focuses on two-sided moral concerns of pro-customer deviance. • Pro-customer deviance impacts customer citizenship behavior. • Pro-customer deviance impacts differently on focal customers and observing customers. • The mediating effects of moral cognitions and moral emotions are examined. • Relationship norms moderate customers’ responses to pro-customer deviance.

Analyzing the effect of Abusive Supervision on Organizational Identity with an emphasis on the mediating role of Psychological Contract Violation contracts & moderating Climate of Favoritism (Case study: Imam Khomeini Relief Committee (RA) South Khorasan Province)

Analyzing the effect of Abusive Supervision on Organizational Identity with an emphasis on the mediating role of Psychological Contract Violation contracts & moderating Climate of Favoritism (Case study: Imam Khomeini Relief Committee (RA) South Khorasan Province)

Psychological Contract Violation and Workplace Deviance: The Mediating Effect of Turnover Intention

This study analyzed the mediating effect of turnover intention (TI) on the relationship between psychological contract violation (PCV) and workplace deviance (WPD), the effects of PCV on TI, and TI on WPD. Explanatory research design was used employing stratified random sampling techniques to collect data from 443 employees of Agriculture and Food Authority Directorates in Kenya. Self-administered structured questionnaires anchored on 7-point Likert scale were used to collect data. Reliability and validity of the research instrument were tested using Cronbach Alpha and Factor Analysis respectively. Regression based Hayes Process Macro model 4 was used to test the mediation effect. The results of the study showed a negative but significant mediation effect of TI on the relationship between PCV and WPD. In addition, the study established that PCV has an influence on TI, and TI also influences WPD. The findings of the study accentuate the need for the human resource managers in public organizations to delve into the problem of turnover intention and come up with appropriate mitigation strategies, so as to reduce the drawback of workplace deviance. This study contributes to the theoretical knowledge base of WPD by including TI as a mediator. It also adds into the literature of psychological contract and the social exchange theories.

How to prevent incivility from women employees? The role of psychological contract violation, aggressive reciprocal attitude and conscientiousness

PurposeThe present work investigates the micro-mechanisms underlying the link between psychological contract violation (PCV) and incivility in women employees. Building on social exchange theory (SET) and the norm of reciprocity, the authors utilized a multi-dimensional variable, labeled “Aggressive Reciprocal Attitude” (ARA), composed of three sub-constructs, namely anger, hostility and negative reciprocity, to explain negative women's uncivil behaviors. Further, the effect of conscientiousness is hypothesized to restrain the mechanism of ARA.Design/methodology/approachConfirmatory Factor Analysis (CFA) and Covariance-based Structural Equation Modeling (CB-SEM) were used on a sample of 194 women from 4 different organizations to empirically validate the proposed conceptual model and test the hypothesized relationships.FindingsWomen's ARA is shown as a partial mediator of the relationship between PCV and incivility. Conscientiousness significantly moderates the link between ARA and incivility.Practical implicationsManagers should avoid stereotyping women as more compliant and submissive. Based on women's tendency to reciprocate negatively, this study’s findings suggest that reducing the negative reciprocity attitude is advisable by demonstrating that negative responses are an unsuccessful strategy and encouraging other forms of reaction.Originality/valueBy introducing the negative reciprocity attitude in the construction of the variable ARA, the authors overcome the contradiction between the social role theory, according to which women avoid unsociable behaviors, and studies demonstrating a remarkable presence of conflicts among women.

Extending the Chain of Relationships Among Organizational Justice, Social Exchange, and Employee Reactions: Replication and Expansion of Tekleab et al. (2005)

The research by Tekleab et al. (2005) illustrates the importance of key construct selection in the chain of relationships among justice (procedural and interactional), social exchange, and employee reactions. In our analysis, we closely replicated the authors’ results, highlighting the pivotal role psychological contract violations (PCV) play in initiating turnover intentions that are followed by actual terminations. A longitudinal study offered the ability to make stronger inferences regarding causality in the relationships connecting justice, social exchange, and employee reactions, which is significantly more important in the gig economy. In replicating and developing alternative models, interactional justice was found to be very important in conditioning the leader-member exchange, which frames employees’ perceptions about the efficacy of their managers in helping them succeed in their work, as well as perceived organizational support, which impact job satisfaction. These interconnected interactions are becoming more important as economies shift towards smart industrial product service system configurations accompanied by fast transitioning sociotechnical paradigm shifts such as Industry 4.0 and Industry 5.0.

When employees feel betrayed: The mediating role of psychological contract violation on nepotism and workplace commitment in the hotel industry

Nepotism is prevalent in the workplace. Though the impact of nepotism on workplace commitment has been studied in its general form, the reason why nepotism produces such an impact remains understudied, especially in collectivist cultures (where family and friends are highly important) and service settings (where nepotism manifest publicly among frontline employees). To address this gap, this study adopts a psychological contract perspective and investigates the role of psychological contract violation as a mediator or the “why” behind the relationship between nepotism and workplace commitment, with psychological attachment and turnover intention serving as affective and behavioral representations of workplace commitment. Using partial least squares structural equation modeling on a two-wave (time lag) survey of a sample of 488 frontline employees in the Indian hotel industry as a case, this study proactive mitigates common method bias while revealing that psychological contract violation acts as a complementary mediator between nepotism and workplace commitment in the form of psychological attachment and turnover intention. The study concludes with implications to mitigate nepotism and strengthen workplace commitment.

Determinants of the Psychological Contract Breach of Academic Staff

The traditional model of a university is gradually being metamorphosed into a corporate model that brings forth certain problems, alongside numerous solutions. In such circumstances, establishing and maintaining a culture of trust is the foundation of constructing a positive psychological contract between the organization and its employees. In such circumstances, establishing and maintaining the culture of trust in the academy’s commitment to the traditionally defined mission of building and disseminating knowledge aimed at improving, training, and educating the most important potential of the society – people are the foundation of constructing a positive psychological contract between teachers and higher education institutions. The psychological contract represents mutual expectations that the parties in this relationship do not have to be fully aware of, but which, nevertheless, guide their mutual behavior. It is an implicit agreement between the academic staff and the higher education institution specifying what each party in this relationship expects to offer but also receives in return. Since research on psychological contracts in the academic work environment is very rare, and the concept itself is relatively new and unexplored in the Bosnian context in general, this paper first sought to determine which factors may be related to the violation of psychological contracts in the academic context. The results suggest that a lower organizational performance of the higher education organization, lower academic staff member performance, as well as a lower level of formalization of the process of organizational socialization of newly-hired academic staff, lead to a higher perceived psychological contract breach. Findings also suggest that the implicit communication of the mutual expectations between the faculty/academy and the academic staff leads to a greater perceived psychological contract breach. The paper offers certain recommendations to higher education institutions for the establishment and preservation of a positive psychological contract in the academic context and the prevention of avoidable psychological contract breaches.