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Considering psychological contract breach as an antecedent, the relationships (average effect sizes) with desired attitudinal outcomes ranged from r = −0.45 to r = −0.38 for job satisfaction, from r = −0.38 to r = −0.32 for organizational commitment, and r = −0.53 to −0.36 for organizational trust
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
- 10.1111/aphw.12246
- 2021
- 2021/05
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 intentions),...
- 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...
Nov 23, 2022 · 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.
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.
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Feb 25, 2022 · 1 Citations. Abstract. The primary thrust of psychological contract (PC) research has focused on employees’ outward directed responses when they experience contract breach and violation. These responses have been primarily directed at the organization as the source of the psychological contract breach.
