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

2020 ◽  
Vol 4 (4) ◽  
pp. 15-54
Author(s):  
Namra Jamshaid ◽  
Sadia Arshad
Keyword(s):  
Psychological Contract ◽  
Workplace Bullying ◽  
Psychological Capital ◽  
Turnover Rates ◽  
Passive Coping ◽  
Psychological Contract Violation ◽  
Current Transition ◽  
Free Environment ◽  
Contract Violation

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.

The effect of nepotism on tolerance to workplace incivility: mediating role of psychological contract violation and moderating role of authentic leadership

2020 ◽  
Vol 41 (4) ◽  
pp. 597-613 ◽  
Author(s):  
Hasan Evrim arici ◽  
Huseyin Arasli ◽  
Nagihan Cakmakoglu Arici
Keyword(s):  
Psychological Contract ◽  
Authentic Leadership ◽  
Family Members ◽  
Workplace Incivility ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Moderating Role ◽  
Contract Violation

PurposeThis multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.Design/methodology/approachUsing time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.FindingsThe findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.Originality/valueThis study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.

Linking Workplace Bullying and Work Engagement: The Mediating Role of Psychological Contract Violation

2017 ◽  
Vol 4 (1) ◽  
pp. 42-71 ◽  
Author(s):  
Arpana Rai ◽  
Upasna A Agarwal
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Workplace Bullying ◽  
Theory And Practice ◽  
Full Time ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Underlying Mechanisms ◽  
Managerial Employees ◽  
Contract Violation

While decades of research on workplace bullying has resulted in a sound understanding of its consequences, the effects of workplace bullying on positive employee outcomes and the underlying mechanisms in bullying–outcomes relationships are not well understood. The present study examines the relationship between workplace bullying and work engagement and whether it is mediated by psychological contract violation (PCV). Data were gathered from a sample of 835 full-time managerial employees working in different Indian organizations across manufacturing and service sectors. Results suggest that workplace bullying is significantly related to work engagement and this relationship is partially mediated by PCV. Implications for theory and practice are discussed.

Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement

2020 ◽  
Vol 42 (6) ◽  
pp. 1291-1308
Author(s):  
Muhammad Umer Azeem ◽  
Sami Ullah Bajwa ◽  
Khuram Shahzad ◽  
Haris Aslam
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Psychological Contract Violation ◽  
Employee Turnover Intention ◽  
Contract Violation

PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.

scholarly journals The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

2021 ◽  
Vol 13 (15) ◽  
pp. 8468
Author(s):  
Huseyin Arasli ◽  
Mustafa Cengiz ◽  
Hasan Evrim Arici ◽  
Nagihan Cakmakoglu Arici ◽  
Furkan Arasli
Keyword(s):  
Psychological Contract ◽  
Organizational Identification ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Psychological Contract Violation ◽  
Data Collection Process ◽  
Negative Effect ◽  
Part Time ◽  
Contract Violation

This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect effect through psychological contract violation. A total of 488 seasonal, immigrant, and part-time employees from family-run hotel organizations were surveyed during the data collection process. By utilizing Hayes’s macro, we found that abusive supervision and psychological contract violation had a significant negative effect on organizational identification. In addition, the results showed that psychological contract violation mediated the effect of abusive supervision on organizational identification and favoritism moderated the effect of abusive supervision on psychological contract violation. The findings highlight the detrimental effects of favoritism and abusive supervision on employee outcomes in the hospitality industry.

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