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eynep Y. YalabikSchool of Management, University of Bath, Bath, UKThis study extends both Social Exchange Theory and the Job Demands–Resources model by examining the link between psychological contract breach (PCB) and work engagement, nd by integrating job satisfaction into this exchange relationship. We argue that PCB reflects employees ...
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Jan 14, 2014 · Levels of employee work engagement can therefore be viewed as reciprocation for the exchange content provided by employers. We conduct structural equation modeling on longitudinal survey data from 191 employees, and our results suggest that the negative effect of PCB on work engagement is mediated by job satisfaction.
- Bruce A. Rayton, Zeynep Y. Yalabik
- 2014
Jan 16, 2014 · Abstract and Figures. This study extends both Social Exchange Theory and the Job Demands–Resources model by examining the link between psychological contract breach (PCB) and work engagement ...
This study extends both Social Exchange Theory and the Job Demands–Resources model by examining the link between psychological contract breach (PCB) and work engagement, and by integrating job satisfaction into this exchange relationship. We argue that PCB reflects employees' feelings of resource loss, and that these feelings impact work engagement through their impact on job satisfaction ...
Jul 26, 2018 · Hypothesis 7: Work alienation will mediate the relationship between PCB and CWB. Organizational cynicism may have a direct link to work alienation (Dean et al., 1998). Some studies have confirmed that organizational cynicism brings work alienation with it (e.g., Koçoğlu, 2014; Jiang et al., 2017b).
The current study draws on conservation of resources theory to examine the mediating roles of job satisfaction, and work engagement in the effects of psychological contract breach and abusive ...
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Nov 23, 2023 · They investigated the connection between work engagement and psychological contract breach (PCB) while integrating job satisfaction into this dynamic exchange relationship. We contend that PCB is an indicator of workers’ sentiments of resource depletion and that these sentiments influence job satisfaction, which in turn affects work engagement.
