Contract Violation Research Articles

Why does leadership non-contingent punishment lead to bystander workplace deviance behavior? – Dual path perspective of cognition and affection

Purpose Based on the cognition-affection personality system theory, this study constructs and tests a mediation model of leadership non-contingent punishment on bystander workplace deviance behavior through bystander affective rumination and bystander psychological contract violation, as well as a chain mediation effect of bystander affective rumination and bystander psychological contract violation, and explores the moderation role of bystander performance pressure in this model.Design/methodology/approach This study takes 454 employees and their colleagues from several Chinese enterprises as the research subjects and conducts a paired survey at three-time points using Mplus 7.4 to analyze the empirical data.Findings The research results are as follows: Bystander affective rumination and bystander psychological contract violation play a mediation role between leadership non-contingent punishment and bystander workplace deviance behavior, respectively. Bystander affective rumination and bystander psychological contract violation play a chain mediation role in the positive role of leadership non-contingent punishment on bystander workplace deviance behavior. Bystander performance pressure moderates the chain mediation path by enhancing the positive role of leadership non-contingent punishment on bystander affective rumination.Originality/value This study comprehensively explores the internal path of the impact of leadership non-contingent punishment on bystander workplace deviance behavior from the perspective of bystanders through dual paths of cognition and affection. It enriches the result variables of leadership non-contingent punishment, expands existing research on the mediation mechanism of leadership non-contingent punishment and deepens the understanding of the mechanism of leadership non-contingent punishment. At the same time, it has practical guidance significance to promote the suppression of leadership non-contingent punishment in organizations, reduce the occurrence of employee workplace deviance behavior, help employees better integrate into the organization and build a harmonious organizational environment.

The impact of corporate social irresponsibility on prosocial consumer behavior

AbstractCorporate social irresponsibility (CSI) refers to violations of the social contract between corporations and society. Existing literature documents its tendency to evoke negative consumer responses toward the firm involved, including unethical consumer behaviors. However, limited research attention deals with its potential impacts on prosocial consumer behavior. With six studies, the current research reveals that when consumers perceive harm due to CSI, they engage in more prosocial behavior due to the arousal of their anger. This effect is weaker among consumers who find the focal CSI issue more personally relevant but stronger among consumers with strong self-efficacy for promoting justice. Perceptions of CSI harm increase with the degree of control that the focal firm has over the CSI. This research thus establishes an effect of CSI harm on prosocial consumer behaviors, through the emotional mechanism of anger; it further shows that consumers seek to restore justice by engaging in prosocial behaviors.

조직 리더의 착취적 리더십이 조직구성원의 직무소진과 이직 의도에 미치는 영향

Recently, the rise in exploitative leadership within restaurant companies has led to increased job exhaustion and turnover intentions among organizational members. Therefore, this study aimed to investigate the relationship between a leader's exploitative leadership and organizational members' job exhaustion and turnover intention, examining the mediating effects of job stress and psychological contract violation in the relationship between exploitative leadership, job exhaustion, and turnover intention. Additionally, the study sought to verify the moderated mediating effect of organizational members' self-efficacy on job stress and psychological contract violation. For this purpose, a survey was conducted among 364 employees who had experienced or observed exploitative leadership while working in restaurant companies, with the analysis conducted using structural equation modeling and process macro analysis techniques. The analysis revealed that the leader's exploitative leadership positively affects organizational members' job exhaustion and turnover intention. Specifically, all relationships with the variables of stress, psychological contract violation, and emotional damage were found to be significant. To examine the moderating effect, self-efficacy was shown to influence the intensity of stress and psychological contract violation. The significance of this study lies in its examination of the variables affecting organizational members' job exhaustion and turnover intentions and in comprehensively modeling the process through which exploitative leadership interacts with emotional damage via dual mediating paths. The study aims to inform managers and staff of restaurant companies about the negative impact and importance of addressing harmful leadership, such as exploitative leadership, emphasizing the need for genuine leadership that resonates with organizational members.

Improved frequency control performance of restructured multi-area power system through optimized controller design

This paper presents an optimal cascaded three degree of freedom proportional integral (3DOF PI) controller and compares its performance with conventional proportional integral (PI) controller for load frequency control of two area deregulated power system. The 3DOF PI controller enhances the degree of freedom and gives better dynamic response. Genetic algorithm (GA) is used to get the optimal gains of the proposed controllers. In the considered two area thermal-gas-fuel cell system, the thermal system consists of a reheat turbine with appropriate generation rate constraint non linearity. Battery storage and unified power flow controller (UPFC) are also assumed to be present. The performance of the proposed controllers is evaluated under different operating conditions that take place in deregulated power market. To tackle any contract violation this article emphasizes on the ancillary services provided by electric vehicles (EVs) and distributed generations. A robustness analysis is also presented by varying parameters from their nominal values.

Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees

PurposeThis study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being.Design/methodology/approachThe study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used.FindingsThe results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings.Practical implicationsIn the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being.Originality/valueThis study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

An employee–employer relationship gone bad? Examining the double‐edged effect of psychological contract violation on employees' helping behaviors

AbstractAn important concept that depicts the nature of employee–employer relationship is the psychological contract. Prior research has argued that all forms of extra‐role behaviors suffer once employees' psychological contracts are violated. Helping behaviors are a specific form of extra‐role behaviors that may suffer due to psychological contract violation. We argue that this predominantly negative relationship between psychological contract violation and helping behaviors is because the literature has not adequately examined the different types of helping behaviors. Using the latent moderated structural equation approach with multiwave and multisource data from a survey of 269 full‐time employees and their coworkers from the hospitality industry in Ghana, we show that psychological contract violation is positively related to reactive helping behaviors and negatively associated with anticipatory helping behaviors through anticipatory anxiety.

PELANGGARAN AKAD MUZARAAH DALAM PENGELOLAAN TANAH SAWAH SEBAGAI OBJEK GADAI

This research discusses the violation of the muzaraah contract in the management of paddy fields as an object of pawn case study in Pidie District. The problems are the practice of muzara'ah in the management of paddy fields in the Gampong Lhang settlement and the factors for violating the muzara'ah contract in the Gampong Lhang settlement and the views of Islamic law on violations of the muzara'ah contract in the management of paddy fields in Pidie District. The research used descriptive analysis method and through a qualitative approach and through obtaining data from library research and field research with data collection techniques through observation, interviews and documentation. The results showed that the practice of violations in the muzaraah contract occurred due to the misuse of paddy fields which were then mortgaged by the manager, which of course was done without the permission of the landowner. The factors causing the violation of the muzaraah contract were caused by the manager's lack of responsibility for the agreed contract, so the manager gave the reason that this happened because of economic difficulties so that it was necessary to mortgage the rice fields. According to Islamic law, the muzaraah that was carried out caused a violation of the contract, in Islam it is not permissible to mortgage to another party the object of muzaraah.

Investigating Turnover Intentions During Organizational Change: The Role of Negative Appraisals, Psychological Contract Violation, and Resistance to Change

COVID-19 has been regarded as environmental disruption that catalyzed a multitude of organizational changes in nonprofit organizations. This study centers on the nonprofit workers’ experience of change. Specifically, this study investigates to what extent and how negative appraisals in the midst of the pandemic are related to intentions to leave the organization about a year after the start of the pandemic, at a point in time when the initial shock had settled into a sense of the “new normal.” Findings indicate that harm but not threat appraisals predict psychological contract violation and that psychological contract violation is related to behavioral resistance to change as well as intentions to leave. Unexpectedly, neither threat appraisal nor resistance to change was related to turnover intentions. We discuss contributions to theory, research, and practice.

Exploring the dark side effects of visionary leadership – A dual-path perspective of cognition and affect

PurposeThe purpose of this study is to test the mechanism of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation, and also to reveal the possible dark side of visionary leadership. The moderation effects of subordinates' facades of conformity and leader behavioral integrity in the cognition–affect dual-path process are also discussed.Design/methodology/approachThis study conducted a three-wave longitudinal survey. The data were collected from 574 employees and their superiors in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis.FindingsVisionary leadership has positive effects on cognitive strain and psychological contract violation; cognitive strain and psychological contract violation mediate the relationship between visionary leadership and work withdrawal behavior, respectively. Subordinates' facades of conformity and leader behavioral integrity moderate the positive effects of visionary leadership on cognitive strain and psychological contract violation, as well as the indirect effect of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation.Originality/valueThis study reveals the underlying mechanism of visionary leadership's negative impact on job outcome through the cognition and affective reaction of subordinates to visionary leadership, and broadens the scope of visionary leadership research. It also provides some practical suggestions on how to transmit the organizational vision effectively and reduce subordinates' work withdrawal behavior.

Contract Violations in the Construction Projects: How Contractual Obligations are Reached Affects Contractual and Reputational Enforcement

Contract violations are frequent due to the high uncertainty and complexity of construction projects. However, enforcement after a violation has received limited attention. This study distinguishes between three types of violations, i.e., letter violations, mutually agreed spirit violations, and unilaterally assumed spirit violations, based on the documentation and mutuality dimensions. By using the data collected from Chinese general contractors, this study concludes that compared with unilaterally assumed spirit violations, violations of high mutuality of obligations (the first two violations) will lead to more severe contractual and reputational enforcement while with high mutuality, whether the violated obligations are written in the contract or not (corresponding to the first two violations, respectively) does not significantly affect the severity of enforcement. The mediating effects of relational risk perception on the aforementioned effects are empirically supported. This study contributes to the enforcement literature by exploring the effects of the characteristics of violations, especially violations of undocumented elements of contracts, on enforcement and fills the gaps in the scarce literature on reputational enforcement and its antecedents. Project managers can benefit from this study by recognizing the application of reputational enforcement and making better alignment between different types of violations and enforcement.

Research on Psychological Contract Violation: A Systematic Review and Bibliometric Analysis

Research on Psychological Contract Violation: A Systematic Review and Bibliometric Analysis

Unveiling the Impact of Value Propositions on Value Creation in Chinese Health Service Enterprises: A Customer Participation Perspective

This research investigates the impact of value propositions in Chinese health service enterprises on value creation, with a focus on customer participation as a mediating variable. Employing a dual dimension framework, the study identifies three formal stages in the value creation process: labor production, circulation and exchange, and consumption experience. Through empirical analysis involving 303 valid questionnaire responses, it was found that value propositions exert direct or indirect influence on value creation, mediated by customer participation. Furthermore, customer perceived value was found to positively moderate the relationship between customer participation and value creation. Practical implications suggest the importance of prioritizing use value creation, establishing mechanisms to address contract violations, and reshaping societal expectations towards value. However, limitations include potential oversight of implicit value propositions and challenges in quantitatively measuring usage value. Future research may explore alternative data sources and refine measurement techniques for a deeper understanding of value creation in service industries.

A Study on the Relationship Between High-Performance Human Resource Management System and Psychological Contract Violation and Exit Behavior

A Study on the Relationship Between High-Performance Human Resource Management System and Psychological Contract Violation and Exit Behavior

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.

When customers strike back: examining the impact of psychological contract violation on customers' switching behaviour

Although the psychological contract has garnered attention from scholars in the social sciences, little is known about its implications from a marketing perspective. This study aims to investigate the mediating role of customer-brand disidentification between psychological contract violation and customers' switching behaviour. It represents an initial attempt to explore psychological contract violation from the perspective of the service domain in emerging economies, contributing to theoretical and practical discussions on the factors influencing customers' switching behaviour. The study utilised a quantitative-based cross-sectional design involving 399 customers from three selected pay television companies in Tanzania's media industry. Data were collected using a structured questionnaire and analysed using structural equation modelling. The findings reveal that psychological contract violation influences customers' switching behaviour when mediated by customer-brand disidentification. Consequently, if disidentification is not managed effectively, customers disengage from their relationship with the service providers and opt for alternative providers. The study suggests that service providers should proactively identify signs of psychological contract violation and implement necessary measures to address them, thereby mitigating the likelihood of customers resorting to switching behaviour.

Application of an intelligent fuzzy logic based sliding mode controller for frequency stability analysis in a deregulated power system using OPAL-RT platform

Owing to unpredicted power demand, integration of distributed generators and parametric disparity in the system cause the power system more intricacy which in turn affects the frequency and power fluctuation critically. To mitigate these phenomena, an intelligent and efficient automatic generation control (AGC) is indispensable. Therefore, in this paper, an intelligent and robust controller named fuzzy sliding mode controller (FSMC) has been recommended to tackle the AGC problem in a deregulated power system in the presence of distributed generators effectively. Again, to manifest its dominance over SMC, fuzzy-PID and PID controllers, dynamic response of the deregulated system under Poolco, Bilateral and Contract violation conditions has been evaluated and compared. Further, to support the FSMC controller’s ability, another test model has been taken for the AGC study. The gains of these controllers have been enumerated by Gannet Optimization Algorithm (GOA) subjecting to a minimization problem. Exploration phase of GOA involves two steps, namely U- & V-shaped diving patterns of Gannets and exploitation phase again involves two steps namely sudden rotation and random walk of Gannets. These four steps ensures quick convergence of the objective function to its optimal value. Apart from transient response under different power transaction conditions, parametric uncertainties of the system, solar and wind power variation and abrupt load change have been considered to support the robustness & credibility of FSMC controller. In addition to this, the stability of the proposed model has been analyzed in the frequency domain. Finally, the MATLAB/SIMULINK based transient response has been validated by a real-time simulator using OPAL-RT-4510, Xilinx Kintex-7 FPGA software.

Be A Teacher And Shut Up: When The Violation of The Psychological Contract Stands as A Perfect Mediator in the Relationship Between Sexual Harassment and Continuous Commitment

Purpose: The purpose of this article is to shed light on the issue of sexual harassment towards women who hold lower positions in the hierarchy of higher education institutions. These women often feel powerless to refuse indecent advances from their hierarchical superiors, which violates the psychological contract between them and their subordinates. This highlights the close connection between sexuality and power relations in the workplace. Design/Methodology/ Approach: The study employed a quantitative methods which applied the survey questionnaire to get response from Tunisian higher education sector, including PhD students, permanent teaching assistants, and temporary teachers. We utilized 370 valid cases to infer the results. Findings: The results showed that sexual harassment has a significant and positive impact on both continuous commitment and violation of psychological contract, which has a significant and positive impact on continuous commitment. We also found that the violation of the psychological contract acts as a mediator in the relationship between sexual harassment and continuous commitment. Research, practical and social implications: The study would be valuable to contrôle the issue of sexual harassment of females who are affiliated and not affiliated with the university. The study would help prepare the policies regarding controlling potential harassers. Originality/ value: The study shed light on the important issue of sexual harassment towards women who hold lower positions in the hierarchy of higher education institutions in Tunisia.

Pemberian Perlindungan Hukum Pekerja Atas Pelanggaran Perjanjian Kontrak Kerja Oleh Dinas Tenaga Kerja Kabupaten Bintan

This article examines the provision of legal protection to workers who violate work contract agreements through the Bintan Regency Manpower Service. The case study was conducted at PT. Sumber Izum Mas Perkasa Bintan. This paper aims to analyze the legal protection of workers in violation of employment contracts against workers' rights and the effectiveness of legal protection provided by the Manpower Service, as well as providing recommendations for improving worker protection regarding employment contract agreements in the Bintan Region. This research was conducted in a qualitative descriptive manner, namely describing the results of interviews, observations and direct observations, as well as using literature studies through relevant sites and articles. The results of this research require increasing legal awareness in companies and workers. Apart from that, the Manpower Department needs to strengthen law enforcement to prevent violations of employment contracts.

A Novel Hybrid IGSA-BPSO Optimized FOPID Controller for Load Frequency Control of Multi-source Restructured Power System

Background: An investigation of Automatic Generation Control (AGC) for a two-area, multi-source, interconnected power system under deregulation is presented in this article. For a more realistic approach, physical constraints namely Generation Rate Constraints (GRC) and Time Delay (TD) are incorporated into the system. Objective: This article proposed a novel hybrid Improved Gravitational Search Algorithm – Binary Particle Search Optimization (IGSA-BPSO) optimized Fractional Order Proportional-Integral- Derivative (FOPID) controller to regulate the frequency of a multi-area multi-source (thermalhydro- gas) interconnected power system in a deregulated environment. Methods: Integral Time Multiplied by Absolute Error (ITAE) is used as the objective function to be minimized by optimization techniques for getting optimum parameters of FOPID controllers installed in each area. Results: To inspect the efficacy of the suggested method, the dynamics of the system are investigated for poolco, bilateral and contract violation cases and the comparative results are also presented and analyzed. The supremacy of the recommended technique is studied by comparing with other well-known techniques namely GSA and PSO. Conclusion: The robustness of the proposed system is examined by sensitivity analysis after variations in different system parameters. In this paper, the AC-DC tie-line model is incorporated for the AGC mechanism. Dynamic load changes condition is also tested and verified. The study found that the proposed controller provides improved system dynamics in all competitive electricity market contract situations under varied system uncertainties.

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.