Role Of Psychological Contract Violation Research Articles

Illegitimate tasks and knowledge hiding: the mediating role of psychological contract violation and moderating role of optimism

PurposeBased on social exchange theory (SET), the current research aims to investigate the relationship between illegitimate tasks (ITs) and employees’ knowledge-hiding behavior (KHB), incorporating the mediating role of psychological contract violation (PCV) and the moderating role of optimism.Design/methodology/approachA two-wave time-lagged survey was conducted to collect data from 196 adult Chinese full-time employees.FindingsITs were positively related to KHB, and this relationship was mediated by PCV. Furthermore, optimism buffered the connection between ITs and PCV as well as the mediating effect of PCV on the relationship between ITs and KHB.Practical implicationsFor managers, this study made them aware of the hidden costs of ITs; that is, employees may respond by concealing knowledge in the organization.Originality/valueThis study provides a more nuanced understanding of the relationship between ITs and employees’ subtle deviant behavior, KHB and hitherto unspecified mediating and moderating factors that explain this process.

No More the Nice Guy: Coping with Abusive Supervision through Service Sabotage Behaviours

‘Atithi Devo Bhav’, implying that guests must be treated as Gods, is the philosophical belief of Indian society indicating the importance of treating the customers with utmost respect and courtesy. The current study examines service sabotage behaviours by utilizing time-lagged method to collect data in three waves from 332 employees from Indian hotel industry. The study highlights the effects of abusive supervision on the employees who perceive disrespect, public humiliation or rude supervisory behaviours towards them as breach of psychological contract, and they retaliate by displaying deviant workplace behaviour such as service sabotage. The unique proposition of the research is to investigate the sequential mediating role of psychological contract violation and retaliation intention on the relationship between abusive supervision and service sabotage. The research utilizes psychological contract theory and frustration–aggression theory to draw logical inferences from the findings. Findings indicate that when employees perceive mistreatment or injustice, they experience psychological contract violation that instigates an urge to retaliate against the unfair treatment by engaging in negative service behaviours, for example, sabotage. Therefore, the hospitality organizations must implement practices and processes to take care of any unjust, unfair or hostile behaviour at play in the organization, as the success of the industry is dependent on the service quality and frontline employees’ encounters with the customer. The study provides some interesting and useful managerial and theoretical implications.

Stay or Leave? The Role of Psychological Contract Violation of Entrepreneurial Founder Team Members

Stay or Leave? The Role of Psychological Contract Violation of Entrepreneurial Founder Team Members

Interplay of paradoxical virtual leadership and psychological contract violation – impact on organizational citizenship behavior

PurposeThe daunting task of managing knowledge workers virtually has not always yielded positive results. This empirical work discusses the impact of Virtual Leadership on Organizational Citizenship Behavior. The study investigated how Psychological Contract Violation moderates the relationship between Virtual Leadership and Organizational Citizenship Behavior.Design/methodology/approachData was collected from 392 IT engineers working in software companies in India. The cross-sectional data was analyzed using Warp-PLS software, IBM SPSS and IBM Amos.FindingsThe results support the proposition that virtual leadership is negatively associated with Organizational citizenship behavior, at sub-dimension levels except obedience. The moderating role of psychological contract violation is also established by the results.Practical implicationsVirtual leaders should demonstrate collaborative behaviors to generate organizational citizenship behavior among team members. Leaders should be imparted training to enable them to adapt themselves to virtual environment. This study highlights the paradoxical nature of virtual leadership and opens the possibilities for future research.Originality/valueThe study is one of the first to report a negative association between Virtual leadership and Organization citizenship behavior. There is uniqueness in the use of the “Contingency theory of leadership” to explain the difficulties faced while managing a virtual team.

Role of Psychological Contract Violation between Employee Expediency and Exploitative Leadership

Previous studies rarely examined the antecedents of employee expediency(EE) with interactive effect of exploitative leadership(EL) with mediating role of psychological contract violation(PCV) in banking sector of developing country like Pakistan. Based on social cognitive theory, this study tried to fill the research gap by investigating the direct relationship between EE and EL and also checked the mediating role of PCV between the relationship of EL and EE. To validate this relationship, 400 employees who were working in different banks of Punjab, Pakistan were investigated through survey questionnaire. The smart PLS 4.0 was used to measure the relationship and test the hypothesis in which structured equation modeling played a vital role in checking the relationship between variables. The results showed that EL directly effect on EE. This study also found that PCV mediates the relationship between EL and EE. This study enhances the literature and body of knowledge in HRM and OB. Finally, this study helps managers to understand the employees, co-operate and support them in order to get good performance from them and to improve the overall performance of organization.

Yönetici Nezaketsizliğinin Örgütsel Vatandaşlık Davranışına Etkisi: Psikolojik Sözleşme İhlali ve Ahlaki Çözülmenin Aracılık Rolü

Nezaket, insan ilişkilerinde kilit rol oynamaktadır. Örgütler bağlamında konu ele alındığında nezaketin örgütün işleyişinde aynı şekilde önemli yer tuttuğu görülmektedir. Çalışanların yöneticileri ile ilişkilerinde yaşadığı veya gözlemlediği nazik davranışlar tüm örgüte yayıldığı gibi nezaketsiz ve kaba davranışlarda aynı şekilde sirayet etmektedir. Nezaketsizlik kaynaklı olumsuzluklar örgütün çalışma düzenini bozabilmekte ve çalışan-örgüt ilişkisini zedeleyebilmektedir. Buradan hareketle bu çalışmada yönetici nezaketsizliğinin örgütsel vatandaşlık davranışına etkisinde psikolojik sözleşme ihlali ve ahlaki çözülmenin aracılık rolü incelenmiştir. Araştırma Konya, Karaman, Yozgat ve Niğde illerinde bulunan 509 kamu kurumu çalışanı üzerinde yapılmıştır. Veriler Yapısal Eşitlik Modeli ile analiz edilmiştir. Bulgular, yönetici nezaketsizliğinin psikolojik sözleşme ihlali ve ahlaki çözülme üzerinden örgütsel vatandaşlık davranışını etkilediğini göstermektedir.

The Role of Psychological Contract Violation from Former Employer in Job Search among Job Losers

The Role of Psychological Contract Violation from Former Employer in Job Search among Job Losers

The Effect of Workplace Friendship on Hotel Employees’ Intention to Leave: Moderating Role of Psychological Contract Violation

Sustainability is a universal value of running a business. This study examines the influence of workplace friendships among hotel staff on their intention to leave, while considering the moderating effect of psychological contract violation. The sample group of the questionnaire is the employees in the five-star hotels in Taiwan. This study employs the purposive sampling method to collect questionnaires. For this research, 450 questionnaires were handed out to hotel staffs, with 150 questionnaires distributed, respectively, in Northern, Central, and Southern Taiwan. A total of 368 valid questionnaires were collected, resulting in an effective response rate of 81.78%. The results indicate that: (1) Friendship opportunities and friendship prevalence can significantly decrease workers’ intention to leave their jobs; (2) Psychological contract violation moderates the negative influence of friendship opportunity/friendship prevalence on one’s intention to leave. Finally, the paper proposes theoretical implications, practical implications and future research directions in accordance with the findings.

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.

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

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

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)

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.

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.

The impact of perceived justice on behavioral intentions of Cantonese Yum Cha consumers: The mediation role of psychological contract violation

In this study, the relationship between perceived justice, psychological contract violations, and behavior intention was analyzed in the context of Cantonese Yum Cha service. Additionally, the moderating effect of the service failure severity and responsibility attribution was examined. The findings established the critical role of psychological contract violations in mediating the relationship between procedural justice and negative word of mouth, as well as the relationship between distributive justice and negative word of mouth. Simultaneously, the research findings confirm that the service failure severity and the responsibility attribution have a moderating effect on certain paths. When service failures are severe, the detrimental effect of interactional and procedural justice on psychological contract violations becomes more apparent. When consumers are more receptive to external attribution, interactional justice has a greater negative effect on psychological contract violations. This study also discusses the theoretical and managerial implications of the aforementioned research findings.

How Does Environmental Interpretation Affect Psychological Well-Being? A Study Conducted in the Context of COVID-19

The COVID-19 crisis has challenged and generated severe impact on the global society, economy, and environment. Under this pandemic context, governments and organizations around the world have issued and strengthened environmental policies and regulations to protect the environment and human health. However, the extant knowledge about how people’s interpretation of environmental policies and regulations influence their psychological well-being in the context of the COVID-19 pandemic is still limited. This study, therefore, investigates the impact of environmental interpretation on psychological well-being with the mediating role of environmentally responsible behavior and the moderating role of psychological contract violation. Using the data from a large sample of 960 residents in China, results of structural equation modeling show a positive relationship between environmental interpretation and psychological well-being, and this relationship is mediated by environmentally responsible behavior. Notably, psychological contract violation has a moderating effect on the indirect effect of environmental interpretation on psychological well-being via environmentally responsible behavior. These findings have several important implications for policymakers in environmental sustainability and pandemic planning.

The Effects of Perceived Narcissistic Supervision and Workplace Bullying on Employee Silence: The Mediating Role of Psychological Contracts Violation

This research has emphasized on the effects of perceived narcissistic supervision and workplace bullying on employee’s silence. It also investigates the role of psychological contract violation as a mediating variable among workplace bullying, perceived narcissistic supervision, and employee silence. Data of 395 employees who are working in the Banking and Telecommunication sector has been tested by Using SMART PLS 3.2.2 Software to assess a mediation model. The results of the study support to our hypothesis. The obtained results show the direct positive relation of perceived narcissistic supervision and workplace bullying with employee silence. These further elaborate the significant positive mediation relation of psychological contract violations among all above mentioned variables. Drawing upon the fairness heuristic theory and conservation of resources theory, the current study added in the literature that psychological contract violation and employee silence have been characterized by stressful working conditions .i.e. perceived narcissistic supervision and workplace bullying. Practical implications and recommendations for future studies for researchers are discussed.

The role of psychological contract violation in shaping spurious loyalty

PurposeThis study explores the impact of brand's psychological contract violation on customers' spurious loyalty, via the mediating effects of customers' brand commitments (affective commitment, calculative commitment and normative commitment) and the moderating effects of justification for violation and nostalgia proneness in the link of psychological contract violation and three commitments.Design/methodology/approachBased on 427 valid responses collected from paper- and web-based survey questionnaires, a total of 21 hypotheses were tested by adopting a structural equation model, hierarchical regression technique and slope analyses.FindingsThe result indicates negative effects of psychological contract violation on customers' attitudinal loyalty and behavioral loyalty via affective commitment and normative commitment, as well as positive effects of psychological contract violation on customers' attitudinal loyalty and behavioral loyalty via calculative commitment. It explains the reason why some loyal customers show spurious loyalty after being psychological contract violated. Meanwhile, it also supports different moderating impacts of justification for violation and nostalgia proneness in these relationships.Originality/valueThis study underscores the importance of calculative commitment in mitigating the adverse effect of psychological contract violation on customers' loyalty. Also, managerial implications are put forward to prevent loyal customers from switching to a worse loyalty stage after being violated.

어린상사(Younger Boss)가 구성원의 태도에 미치는 영향 : 심리적 계약위반과 리더 정당성의 역할

어린상사(Younger Boss)가 구성원의 태도에 미치는 영향 : 심리적 계약위반과 리더 정당성의 역할

Suffering Silence While Exposed to Workplace Bullying: The Role of Psychological Contract Violation, Benevolent Behavior and Positive Psychological Capital

Becoming impediment to organizational functioning in several ways, the prevalence of workplace bullying costs much to organizations. As in the current transition phase of Pakistan, the intentions to leave doesn’t manifest in actual turnover rates. Hence the current study is conducted to analyze the passive coping strategies of employees in the face of workplace bullying. It is theorized that the relationship is mediated by psychological contract violation. Moreover, it is predicted that the process of mediation is stronger for individuals who report high levels of benevolent behavior and perceives psychological capital to be low. Data is collected from 359 young doctors and nurses of three government administered hospitals. Results indicate a significant bullying-silence relationship where psychological contract violation plays a role of partial mediator. Moreover, benevolence and PsyCap are powerful moderators to alter the already established relationship. Conclusions of the current study are further elaborated in terms of their practical contribution and future directions. Workplace bullying is an organizational reality. Hence efforts to make an entire bullying-free environment is next to impossible. So, in addition to make an effort in ending up this maltreatment, managers must limit its consequences by understanding its dynamics. Reduce the bullying culture and save precious resources i.e. potential employees.