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A psychological contract breach is a subjective experience that refers to the conception by one of the parties that the other has failed to adequately fulfill their obligations and promises.
- Identifying Psychological Contract Breaches to Guide ...
A list of psychological contract breaches was developed...
- Identifying Psychological Contract Breaches to Guide ...
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.
Aug 8, 2012 · A list of psychological contract breaches was developed using a Delphi procedure involving a panel of experts assembled through purposive sampling. The Delphi consisted of 4 rounds, the first of which elicited examples of psychological contract breaches in an open-ended format.
- Gretchen L. Peirce, Shane P. Desselle, JoLaine R. Draugalis, Alan R. Spies, Tamra S. Davis, Mark Bol...
- 10.5688/ajpe766108
- 2012
- Am J Pharm Educ. 2012 Aug 10; 76(6): 108.
- What Is Psychological Contract Breach?
- Why Is Psychological Contract Breach Important?
- How Can Psychological Contract Breach Be Reduced?
- Qic-Wd Takeaways
- References
- Suggested Citation
A psychological contract is defined as “individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organization” (Rousseau, 1995, p. 9, as cited in Zhao, Wayne, Glibkowski, & Bravo, 2007, p. 649). Psychological contracts do not necessarily involve legal contracts; they reflect promissory e...
Psychological contract breach is important because it is associated with affective reactions, work attitudes, and employee effectiveness. It has strong, positive associations with affective reactions such as psychological contract violation and mistrust toward management (Zhao et al., 2007). Psychological contract breach has a strong negative assoc...
Although there are associations between psychological contract breach and many outcomes, the research to date is correlational; thus, no conclusions about causation can be made. We have much to learn about how psychological contract breach works in tandem with other personal and professional dynamics, such as which comes first—one’s perceptions of ...
Psychological contract breach has strong, positive associations with affective reactions such as psychological contract violation and mistrust toward management.Psychological contract breach has a strong negative association with job satisfaction, a moderate negative association with organizational commitment, and a moderate positive association with inten...With respect to more tangible work behaviors, such as organizational citizenship and in role performance, psychological contract breach has modest negative correlations.Affect, in turn, mediates breach’s relationship with work attitudes and individual effectiveness.Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books. Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1996). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37, 137–152. Rousseau, D. M. (1990). New hire perception of their own...
Hollinshead, D., & Paul, M. (2020, September 10). Umbrella summary: Psychological contract breach. Quality Improvement Center for Workforce Development. https://www.qic-wd.org/umbrella/psychological-contract-breach For general information about Umbrella Summaries, visit https://www.qic-wd.org/umbrella-summaries-faq Return to list of Umbrella Summar...
Sep 7, 2022 · A breach in the psychological contract is a disturbing emotional process which comes about when there is an unresolved disruption in the stable psychological contract between employer and employee (Rousseau, Hansen, & Tomprou, 2018).
This paper examines the theoretical and empirical rela- tionships between employees' trust in their employers and their experiences of psychological contract breach by their employers, using data from a longitudinal field of 125 newly hired managers.
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Jan 25, 2021 · 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 high economic cost.
