A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated-mediated model

2012 ◽  
Vol 34 (1) ◽  
pp. 65-86 ◽  
Author(s):  
Olga Epitropaki
Keyword(s):  
Psychological Contract ◽  
Organizational Identification ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Organizational Membership ◽  
Multi Level

Psychological Contract Breach, Negative Reciprocity, and Abusive Supervision: The Mediated Effect of Organizational Identification

2013 ◽  
Vol 9 (3) ◽  
pp. 541-561 ◽  
Author(s):  
Feng Wei ◽  
Steven Si
Keyword(s):  
Psychological Contract ◽  
Organizational Identification ◽  
Interactive Effect ◽  
Positive Association ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Contract Breach ◽  
Negative Reciprocity

AbstractPrevious research has indicated that abusive supervision negatively influences various organizational outcomes. However, the antecedents and psychological mechanisms of abusive supervision are not well understood, especially in the Chinese context. In this study, we propose and test a mediated moderation model to explore the interactive effect of psychological contract breach and negative reciprocity belief on abusive supervision, and the mediating effect of organizational identification. Using a sample of 268 dyads of employees and their immediate supervisors (N = 536) from six companies and two industries in China, we find that when supervisors experience breaches in psychological contract they are likely to increase abusive behaviours toward subordinates, and that the positive association is stronger the more the supervisor holds negative reciprocity beliefs. Moreover, the results indicate that organizational identification mediates the joint effect of psychological contract breach and negative reciprocity belief on abusive supervision. Theoretical and practical implications, limitations, and future research directions are discussed.

The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

2012 ◽  
Vol 28 (3) ◽  
pp. 287-299 ◽  
Author(s):  
Thomas J. Zagenczyk ◽  
Kevin S. Cruz ◽  
Angela M. Woodard ◽  
J. Craig Walker ◽  
W. Timothy Few ◽  
...  
Keyword(s):  
Psychological Contract ◽  
Organizational Identification ◽  
Moderating Effect ◽  
Psychological Contract Breach ◽  
Contract Breach

scholarly journals Job Security and Organizational Citizenship Behaviors in Chinese Hybrid Employment Context: Organizational Identification Versus Psychological Contract Breach Perspective Differences Across Employment Status

2021 ◽  
Vol 12 ◽  
Author(s):  
Wenzhu Lu ◽  
Xiaolang Liu ◽  
Shanshi Liu ◽  
Chuanyan Qin
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Employment Status ◽  
Organizational Citizenship Behaviors ◽  
Job Security ◽  
Psychological Contract Breach ◽  
Citizenship Behaviors ◽  
Contract Breach

The goal of the present research was to identify the mechanism through which job security exerts its different effects on organizational citizenship behaviors (OCB) among contract and permanent employees from social identity and social exchange perspectives. Our research suggests two distinct, yet related explanatory mechanisms: organizational identification and psychological contract breach, to extend the job security literature by examining whether psychological contract breach and organization identity complement each other and explaining the mechanism of different behaviors response to job security across employment status. Data were collected from 211 Chinese employees and 61 supervisory ratings of OCBs. Our results showed that relative to psychological contract breach, organizational identification plays a stronger mediating role in the association between job security and OCBs. Evidence from multi-group analyses also suggested employment status moderated the mediation mechanism of organizational identification between job security and OCB. Implications for job security and hybrid employment management are discussed.

scholarly journals Organizational Change in Distance Higher Education: the Re-negotiation of Employee's Psychological Contract

2008 ◽  
Vol 16 ◽  
pp. 12
Author(s):  
Gabriela Topa ◽  
José. F. Morales
Keyword(s):  
Organizational Change ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Psychological Contract Breach ◽  
University Staff ◽  
Empirical Relationships ◽  
Contract Breach ◽  
Proposed Model ◽  
The Relationship ◽  
Mediator Variable

The main purpose of this study is to explore empirical relationships of employees' attitudes towards organizational change, the perceived breach of the psychological contract and outcomes such as burnout, job satisfaction and OCB. The proposed model suggests that organizational identification will be a mediator variable in these relationships. Results of an empirical study conducted among university staff (N =150) showed that the model was an adequate fit to the data. Organizational identification mediated the relationship between psychological contract breach and outcomes while attitudes towards organizational change had a direct impact on outcomes.

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