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A psychological contract breach is a subjective experience referred to the perception of one of the parties that the other has failed to adequately fulfill its obligations and promises. Breaches have been systematically connected to employees’ attitudes and behaviors that hamper the employment relationship.
- The Effects of Psychological Contract Breach on Job Outcomes
- Introduction
- The Current Study
- Procedures
- Discussion
- Future Research
- Conclusion
Nichole Simone Ballou San Jose State University Follow this and additional works at: https://scholarworks.sjsu.edu/etd_theses
When an individual becomes employed at an organization, many paper contracts are signed where both the employee and the organization develop expectations of each other. What many employees do not realize is that they are also forming another contract that is not written on paper nor articulated. This contract is called a psychological contract. ...
It is important to examine the effects of psychological contract breach because this breach can happen at any time with any employee whether it be a top performer or a potential employee. Because employees can have different types of psychological contracts with their organization, employees may react differently to a breach of their psychological...
Employees from a variety of organizations in California were emailed and asked to participate in the present study through filling out an anonymous online survey. The survey link was also made accessible to individuals online via the researcher’s social networking tools. Participants were informed in the survey prompt that the survey would take a...
The purpose of the present study was to examine the effect of psychological contract breach on attitudinal and behavioral job outcomes including job satisfaction, intention to remain with one’s organization, perceived organizational support, and organizational citizenship behaviors. The present study also examined whether the effect of psychologic...
Although the present study provided extensive support for many existing research findings, there are still many outcomes of psychological contract breach to be examined. Future research should examine additional job outcomes such as job performance, counterproductive work behaviors, job security, and job involvement among others. Prior research...
The focus of previous research has mainly been on psychological contract fulfillment. The present study examined whether the effects of psychological contract breach on job outcomes was dependent on psychological contract type. Although the present study provided support for previous studies’ findings, new findings were made highlighting the impo...
Jan 25, 2021 · INTRODUCTION. Experiencing stress at work is “one of the most significant workplace health hazards” faced by employees in developed countries (Spector, 2002, p. 133).). Poor physical and mental health and well‐being at work are pervasive and costly, exemplified by the fact that at any given time, 20% of the working‐age adults have a mental health problem (OECD, 2012), which carries a ...
- Yannick Griep, Yannick Griep, Sarah Bankins, Tinne Vander Elst, Hans De Witte, Hans De Witte
- 10.1111/aphw.12246
- 2021
- 2021/05
Sep 1, 2007 · A meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes. Breach was related to all outcomes except actual turnover. Based on affective ...
Feb 25, 2022 · Following the conceptualization of psychological contract breach as a stressor (Costa and Neves 2017; Lapointe et al. 2013) and job demands-resources model (Demerouti et al. 2001), personal and job resources enhance the individual’s ability to control and cope with stress at the workplace (Hobfoll et al. 2003) and buffer the relationship between stressors and outcomes.
May 12, 2016 · There was a significant indirect effect of job resources on psychological contract breach via positive affect (estimate = -4.08, p < .001). In other words, on days that volunteers perceived high levels of job resources they reported low levels of psychological contract breach because they experienced high positive affect that day.
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We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for ...
