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Affects their job performance
- Once the psychological contract is breached, employees will change their input or output to reduce their commitment and effort in exchange for a sense of psychological fairness, which ultimately affects their job performance.
The generation of intense negative psychological states can explain the negative influence of psychological contract breach on employee well-being, operationalized as job satisfaction, organizational trust, and other attitudes.
Jan 25, 2021 · Our findings indicate that exposure to PC breach has a detrimental impact on employee health/well-being via perceptions of ERI and allow us to unravel one of the cognitive mechanisms leading to potential employee ill-health. We conclude with theoretical and practical implications.
- Yannick Griep, Yannick Griep, Sarah Bankins, Tinne Vander Elst, Hans De Witte, Hans De Witte
- 12
- 2021
- 25 January 2021
Feb 25, 2022 · Building on current frameworks viewing psychological contract breach as a psychosocial stressor influencing employee health, future research could examine these theoretical links and unpack the nature of such stressors.
- 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...
Sep 1, 2007 · Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover...
Sep 8, 2022 · The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative ...
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A process perspective on psychological contract change: making sense of, and repairing, psychological contract breach and violation through employee coping actions. J. Organ.
