scholarly journals THE COMBINED EFFECT OF PSYCHOLOGICAL CAPITAL AND PSYCHOLOGICAL CONTRACT BREACH ON EMPLOYEES’ OUTCOME

2014 ◽  
Vol 02 (02) ◽  
pp. 01-11
Author(s):  
Zia Ul Islam ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
The Impact ◽  
The Relationship

The study is designed to investigate the impact of psychological contract breach on different employee’s outcome, namely, organizational citizenship behavior, effective commitment and Job Satisfaction with the moderation effect of Psychological Capital. Out of 190 self-administered questionnaires distributed among the faculty members of private sector universities located in the Khyber Pakhtunkhwa province of Pakistan, 128 questionnaires were considered for analysis. The results show that there is a negative relationship between Psychological Contract Breach and all employees’ outcomes under study.Psychological Capital is positively related to all employees’ outcome. Psychological Capital moderates only the relationship between psychological contract breach (PCB) and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.

scholarly journals The effects of Psychological Contract Breach on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 589-606
Author(s):  
Jieun Park ◽  
Wonkung Oh ◽  
MinSoo Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Positive Affectivity ◽  
Contract Breach ◽  
The Relationship

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

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 The Impact of Organizational Climate and Psychological Capital on Organizational Citizenship Behavior

2015 ◽  
Vol 11 (1) ◽  
pp. 224 ◽  
Author(s):  
Taghrid S. Suifan
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Behavior Scale ◽  
The Impact ◽  
The Relationship ◽  
Descriptive Method

<span lang="EN-US">The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the </span><span lang="EN-US">Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)<span>. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, </span><span>organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and </span><span>organizational citizenship behavior</span><span>. For organizations to improve </span><span>organizational citizenship behavior</span>, the <span>psychological capital should be taken into account. </span></span>

scholarly journals The Relationship Between Psychological Contract Breach and Job-Related Attitudes Within a Manufacturing Plant

SAGE Open ◽  
2019 ◽  
Vol 9 (1) ◽  
pp. 215824401882217 ◽  
Author(s):  
Franklin Abela ◽  
Manwel Debono
Keyword(s):  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Employee Attitudes ◽  
Citizenship Behavior ◽  
Industrial Plant ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
The Relationship

This study investigates the relationship between psychological contract breach (PCB) and three employee attitudes, namely organizational citizenship behavior (OCB), trust in the organization, and intention to leave the job. The study was carried out in an industrial plant in the chemical sector situated in Malta, which was in the process of a takeover from a multinational. Survey data were collected from 258 employees, representing 47% of the workforce in the plant. Results indicate that PCB is negatively related to trust and positively related to the intention to leave the job. The negative relationship between PCB and trust is stronger among female employees. On the other hand, the positive relation between PCB and intention to leave the job is strongest among workers with longer tenure. PCB is only moderately related to OCB among female workers. A number of conceptual and managerial implications are highlighted.

scholarly journals When Employers Betray: A Study of Psychological Contract Breach Among Croatian Employees

2016 ◽  
Vol 19 (s1) ◽  
pp. 59-70
Author(s):  
Zvonimir Galić ◽  
Maša Tonković Grabovac ◽  
Irena Gotvald ◽  
Željko Jerneić
Keyword(s):  
Job Performance ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Job Attitudes ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach

Abstract In this paper we report the results of a study exploring psychological contract breach (PCB) in a heterogeneous sample of Croatian employees (N=363). In addition to reporting PCB, the participants informed us about their basic demographic characteristics, job attitudes (job satisfaction and organizational commitment) and reported three aspects of their job performance (in-role performance, organizational citizenship behavior, counterproductive work behavior). Our analyses showed that PCB experience depended on participants’ characteristics, and, more importantly, was negatively related to job attitudes and job performance. Thus, the detrimental effect of PCB reported in the organizational behavior literature was replicated among Croatian employees.

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