The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal

2003 ◽  
Vol 24 (5) ◽  
pp. 627-647 ◽  
Author(s):  
Jonathan L. Johnson ◽  
Anne M. O'Leary-Kelly
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Organizational Cynicism

scholarly journals Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees

2021 ◽  
Vol 13 (21) ◽  
pp. 12034
Author(s):  
Ji-Young Ahn ◽  
Xia Lei ◽  
Joohee Han
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Union Commitment ◽  
Dual Identity ◽  
Organizational Cynicism ◽  
The Relationship

From the social exchange theory, this study examines the relationship between psychological contract breach, organizational cynicism, and union commitment, as well as the interaction effect of perceived union dual identity on the relationship between organizational cynicism and union commitment. We argue that contract breach has a positive impact on union commitment, and this relationship is mediated by organizational cynicism. Moreover, we suggest that the perceived union dual identity moderates the relationship between the two. To examine this, we sampled 371 employees of Chinese non-state-owned firms in 2019. The results show that, in the Chinese context, the psychological contract breach has a positive impact on organizational cynicism and union commitment. This relationship is weaker when the perceived union identity (state-oriented) is higher; it is stronger when the perceived union identity (labor-oriented) is higher.

Raising voice: Effect of psychological contract breach on employee voice through organizational cynicism

2021 ◽  
pp. 1-13
Author(s):  
Gul Afshan ◽  
Carolina Serrano-Archimi ◽  
Alain Lacroux
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Online Survey ◽  
Employee Voice ◽  
Psychological Contract Breach ◽  
Voice Behavior ◽  
Contract Breach ◽  
Organizational Cynicism ◽  
Study Results ◽  
The Relationship

BACKGROUND: Given the importance of the roles of psychological contract and voice in organizational life, this study highlights the effect of contract breach on managers and their voice directed at top management members, key representatives of the organization. OBJECTIVE: Drawing on social exchange theory, this study examines the relationship between a psychological contract breach (PCB) and concurrent organizational cynicism resulting in a considerate and aggressive managerial voice behavior. METHODS: Data came from an online survey on PCB and subsequent behaviors from a sample of 336 in-company European and Asian employees with managerial responsibilities working in France. RESULTS: The results provide partial support for the hypothesized relationships and show the consequences of the bi-dimensionality of aggressive voice behavior (fight and negativity). Moreover, organizational cynicism mediates the relationship between PCB and the negativity dimension of aggressive voice. However, data analysis shows no support for organizational cynicism’s mediating role in the relationship between PCB and considerate voice. CONCLUSIONS: The study results of 336 in-company European and Asian employees having a managerial position, like project managers, middle managers, executives, employs a great insight into managerial voice behavior. This study contributes to the limited research conducted on the managerial voice in response to PCB. The findings have important implications for employers to understand managers’ psychological contracts and related voice behavior.

Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

2021 ◽  
Vol 6 (1) ◽  
pp. 373-390
Author(s):  
Athar Marwat ◽  
Dr. Adil Adnan
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediation Effects ◽  
Individual Level ◽  
Indirect Relationship

This study investigates the relationship between individual psychological contract breach on organizational citizenship behavior at individual level and to test the mediation effects of trust in supervisor. The study was carried out in software industry of KPK, Pakistan. Data was gathered from 337 operational level executive (i.e. executive, assistant manager, manager) through randomly selected sampling method. Numerous statistical techniques (correlation, regression) had been used to deduct the results. Results indicate that individual psychological contract breach significantly predicts organizational citizenship behavior at individual level and with trust in supervisor and fully mediates the indirect relationship between individual psychological contract breach and organizational citizenship behavior at individual level. This research also provides the empirical evidence regarding significance of individual psychological contract grounded on social exchange and affective events theory in the context of KPK, Pakistan. Lastly, contribution of study, limitations and future directions are also discussed.

scholarly journals PELANGGARAN DAN PENCABULAN KONTRAK PSIKOLOGI SERTA KESANNYA TERHADAP TINGKAH LAKU DEVIAN DI TEMPAT KERJA (Breach and Violation of Psychological Contract and its Effect on Workplace Deviance)

2020 ◽  
Vol 27 ◽  
Author(s):  
Rasidah Arshad ◽  
Ema Nurmaya
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Structural Equation ◽  
Past Research ◽  
Measurement Model ◽  
Workplace Deviance ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Psychological Contract Violation ◽  
Contract Violation

Tingkah laku devian di tempat kerja didapati memberi kesan negatif bukan sahaja kepada pekerja tetapi juga kepada organisasi secara keseluruhan. Dapatan kajian lepas menunjukkan anteseden atau punca yang mempengaruhi tingkah laku devian di tempat kerja terdiri daripada faktor individu iaitu faktor diri pekerja, dan faktor situasi yang berkaitan dengan organisasi. Kajian ini dijalankan untuk mengkaji hubungan antara pelanggaran dengan pencabulan kontrak psikologi (sebagai faktor peramal) dengan tingkah laku devian di tempat kerja. Secara khususnya, kajian ini menghipotesiskan wujudnya hubungan langsung antara pelanggaran kontrak psikologi dengan tingkah laku devian serta hubungan tidak langsung menerusi pencabulan kontrak psikologi. Kesahan model pengukuran dan hipotesis diuji menggunakan teknik statistik Model Persamaan Berstruktur (SEM) dengan menggunakan data yang dikumpulkan daripada 477 orang jururawat di Indonesia. Selaras dengan kerangka kerja Morrison dan Robinson (1997), dapatan kajian ini menunjukkan wujudnya hubungan tidak langsung yang signifikan antara pelanggaran kontrak psikologi dengan tingkah laku devian menerusi pencabulan kontrak psikologi sebagai pemboleh ubah pengantara. Secara teorinya, kajian ini dapat menyumbang kepada literatur menerusi penggunaan teori kontrak psikologi dalam menerangkan tingkah laku devian di tempat kerja. Abstract Workplace deviance behaviour was found to not only harm employees but also the organisation as a whole. Findings from past research have shown that individual and situational or organisational factors act as antecedents of deviant behaviour. The purpose of this paper is to examine the relationship between psychological contract breach, violation and workplace deviance. Specifically, this study hypothesised both direct relationship between psychological contract breach and workplace deviance, and indirect relationship between the two variables via psychological contract violation. To test the validity of the measurement model and to test the hypotheses, Structural Equation Modelling (SEM) statistical technique was employed to analyse the survey data collected from 477 nurses in Indonesia. Consistent with Morrison and Robinson’s (1997) framework, the results showed that psychological contract violation mediates the relation between psychological contract breach and workplace deviance. Theoretically, this study contributes to the existing literature by expanding the utility of psychological contract theory in explaining workplace deviant behaviours. Keywords: Psychological contract, breach, violation, workplace deviance, social exchange theory.  

Impact of Narcissistic Leadership on Employees Counterproductive Work Behavior under Mediating Role of Psychological Contract Breach and Moderating Role of Psychological Capital

2020 ◽  
Vol 9 (4) ◽  
pp. 369-380
Author(s):  
ABDUL QAYYUM ◽  
SANA UR REHMAN ◽  
MUHAMMAD SARMAD
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Banking Sector ◽  
Psychological Capital ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role

This study investigates the effect of narcissistic leadership on employees’ counterproductive work behavior under the lens of social exchange theory. The mediating role of psychological contract breach and moderating effect of psychological capital is also analyzed in said causal relationship. Using convenience sampling technique, data was collected from 302 middle tier employees working across banking sector of Pakistan. Data was analyzed through statistical techniques in SPSS. The results disclosed that narcissistic leader (NL) behavior significantly affects psychological contract breach (PCB) and counterproductive work behavior (CWB) of employees. PCB positively effects CWB and partially mediates between NL and CWB. Contrary to expectation the moderation role of psychological capital (PsyCap) between NL and CWB is not established. Thus, implications are provided for targeted sector and discussion is elaborated for similar sectors as well. Keywords: Narcissistic Leadership (NL), Psychological Capital (PsyCap), Psychological Contract Breach (PCB), Counterproductive work Behavior (CWB).

Once bitten, twice shy? Past breach and present exchange relationships

2014 ◽  
Vol 29 (8) ◽  
pp. 938-952 ◽  
Author(s):  
Robert Buch ◽  
Bård Kuvaas ◽  
Lynn Shore ◽  
Anders Dysvik
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Economic Exchange ◽  
Exchange Relationship ◽  
Exchange Relationships ◽  
Contract Breach ◽  
Content Type

Purpose – The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to uncover moderating influences of perceived organizational support (POS). Design/methodology/approach – Data were obtained from a cross-lagged sample of 314 employees in Norway. Hierarchical moderated regression analysis was used to test the hypotheses. Findings – The authors found a positive relationship between previous employer's psychological contract breach and economic exchange with the current employer, and a negative relationship between previous employer's psychological breach and social exchange with the current employer. The authors also found that POS from the current employer attenuates the positive association between previous employer's breach and economic exchange with the current employer. Research limitations/implications – The data were cross-lagged, so causal inferences should be made with caution. Practical implications – Managers should be aware that past employment experiences may relate to present employment exchange relationships. In addition, POS from current employer may serve to counterbalance the “carry over” effects of past employment experiences. Social implications – In light of the present global economic climate, increasing POS among employees could decrease the likelihood that they assume that the employment relationship constitutes an economic exchange relationship. Originality/value – This study contributes to a more complete understanding of factors that shape employees’ relationships with their organization. Furthermore, this study suggests a way by which organizations can repair damages incurred by previous employer's psychological contract breach.

Nurses’ reciprocation of perceived organizational support: the moderating role of psychological contract breach

2017 ◽  
Vol 10 (2) ◽  
pp. 123-131 ◽  
Author(s):  
Talat Islam ◽  
Mubbsher Munawar Khan ◽  
Fauzia Naheed Khawaja ◽  
Zulfqar Ahmad
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Healthcare Sector ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Content Type

Purpose The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB). Design/methodology/approach This study used a questionnaire-based survey to collect data from 389 nurses. Findings The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach. Research limitations/implications The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed. Originality/value This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

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