A Social Exchange Perspective of Abusive Supervision and Knowledge Sharing: Investigating the Moderating Effects of Psychological Contract Fulfillment and Self-Enhancement Motive

2018 ◽  
Vol 34 (3) ◽  
pp. 305-319 ◽  
Author(s):  
Woohee Choi ◽  
Seckyoung Loretta Kim ◽  
Seokhwa Yun
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Psychological Contract ◽  
Abusive Supervision ◽  
Moderating Effects ◽  
Psychological Contract Fulfillment

Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice

2018 ◽  
Vol 47 (5) ◽  
pp. 1133-1151 ◽  
Author(s):  
Ghulam Ali Arain ◽  
Sehrish Bukhari ◽  
Imran Hameed ◽  
Delphine M. Lacaze ◽  
Zahara Bukhari
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Content Type ◽  
The Social ◽  
Psychological Contract Fulfillment ◽  
Group Value Model ◽  
Value Model

Purpose The purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model. Design/methodology/approach Using a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences. Findings The results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices. Originality/value In addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.

scholarly journals Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

2020 ◽  
Vol 17 (7) ◽  
pp. 2208
Author(s):  
Wenlong Liu ◽  
Changqing He ◽  
Yi Jiang ◽  
Rongrong Ji ◽  
Xuesong Zhai
Keyword(s):  
Task Performance ◽  
Social Exchange ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Work Performance ◽  
Social Exchange Theory ◽  
Sharing Economy ◽  
Length Of Service ◽  
Psychological Contract Fulfillment ◽  
The Relationship

Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

scholarly journals Psychological Contract Fulfillment on Employees Reactions within the Context of Organizational Justice

2019 ◽  
Vol 2 (3) ◽  
pp. 42-57 ◽  
Author(s):  
Abdul Khaliq ◽  
Kashif Mehmood ◽  
Aamir Zamir Kamboh ◽  
Kainat Durrani ◽  
Muhammad Haidar Zarar ◽  
...  
Keyword(s):  
Longitudinal Study ◽  
Organizational Justice ◽  
Social Exchange ◽  
Psychological Contract ◽  
Positive Relationship ◽  
Exchange Relationships ◽  
Psychological Contract Fulfillment ◽  
Employee Reaction ◽  
The Impact ◽  
Employee Responses

Aim - The objective of the study was to examine the psychological contract expectations by employees and the impact of any deviation from its perceived benefits by the employees of an organization, as they occur within social exchange relationships to account for employee responses.  Methodology - This is an exploratory longitudinal study in which an investigation is made into the changes in employment obligations as perceived by employees based on the level of fulfillment of contract obligations by their employer(s).  Findings - It was deduced that an employer's inability to fulfill its contractual commitments was the foundational cause associated with the decline in cooperation of the employees to fulfill their employment obligations.  Significance - The results of the current study show that there is a significant and positive relationship between Psychological Contract Fulfilment and Employee Reaction. Results presented that there is a significant and positive relationship between Organizational Justice and Employee Reaction. Results presented that there is a significant and positive relationship between Organizational Justice and Psychological Contract Fulfilment.

Encouraging client’s knowledge sharing in enterprise system post-implementation through psychological contract and entrepreneurial orientation

2019 ◽  
Vol 33 (2) ◽  
pp. 689-709
Author(s):  
Zhao Cai ◽  
Hefu Liu ◽  
Qian Huang ◽  
Yue Kang ◽  
Liang Liang
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Entrepreneurial Orientation ◽  
Enterprise System ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Psychological Contract Fulfillment ◽  
The Relationship ◽  
Sharing Behavior

Purpose The purpose of this paper is to discuss the relationship between psychological contract and knowledge sharing behavior in the enterprise system (ES) post-implementation stage. The fulfillment and obligation of psychological contract are proposed as antecedents of knowledge sharing behavior performed by client firms. Additionally, entrepreneurial orientation (EO) is considered a moderator in the relationship between psychological contract and knowledge sharing. Design/methodology/approach This study adopted the questionnaire survey to collect data from 132 client firms of a focal ES provider in the garment industry of China. Hierarchical regression analysis was used for data analysis. Findings Psychological contract fulfillment is negatively related to knowledge sharing, whereas the positive role of psychological contract obligation is supported. EOstrengthens the role of both psychological contract fulfillment and obligation in shaping knowledge sharing behavior of client firms. Originality/value This study adopts forward- and backward-looking approaches in decision making as a theoretical lens to investigate how to improve client firms’ knowledge sharing behavior through psychological contract. By figuring out the roles of psychological contract and EO in influencing knowledge sharing, this research benefits both vendor and client firms in maintaining sustainable collaboration and continuous improvement of ES projects.

Relationship between integrated communication effectiveness and employee-based brand equity – mediating role of psychological contract fulfillment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
R. Deepa ◽  
Rupashree Baral
Keyword(s):  
Social Exchange ◽  
Brand Equity ◽  
Psychological Contract ◽  
Social Exchange Theory ◽  
Communication Effectiveness ◽  
Value Proposition ◽  
Employer Branding ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
Integrated Communication

Purpose This study aims to expand the emerging body of literature on employer branding from the current employee perspective. It proposes that effective integrated communication helps an organization fulfill its employer value proposition or employment value proposition (EVP). A firm that fulfills its brand promise in terms of EVP will derive employee-based brand equity (EBBE) benefits. Integrated communication is effective when employees experience coordination and consistency in brand communication. This influences their perception of psychological contract fulfillment (in terms of EVP attributes), which results in positive employee behavior in the form of EBBE benefits. Design/methodology/approach The study draws insights from the signaling theory and psychological contract literature which is based on the social exchange theory. The literature on integrated communication, employer branding and internal branding was reviewed to propose the relationships between the variables of interest. Data was collected using a questionnaire survey on 520 employees from the information technology (IT)-business process management industry in India, which is a customer-oriented industry known for its exemplary employer practices. Findings The findings suggest that integrated communication effectiveness impacts the perceived fulfillment of EVP attributes and EBBE. Again, the fulfillment of the relational value dimension of EVP attributes partially mediates the relationship between integrated communication effectiveness and EBBE. Originality/value This study is one of the first to explore employees’ perception of integrated communication effectiveness and fulfillment in terms of EVP attributes as antecedents to EBBE.

Social exchange and psychological ownership as complementary pathways from psychological contract fulfillment to organizational citizenship behaviors

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Donald G. Gardner ◽  
Jon L. Pierce ◽  
He Peng
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Psychological Contract ◽  
Organizational Citizenship Behaviors ◽  
Psychological Ownership ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Employee Outcomes ◽  
Content Type ◽  
Psychological Contract Fulfillment

PurposeSocial comparison and job-based psychological ownership (JPO) are compared and contrasted as explanations for relationships between organization relational psychological contract fulfillment (ORPCF) and organizational citizenship behaviors (OCBs).Design/methodology/approachSurvey data were collected from 241 employees and 82 of their managers at an information services company. Data were analyzed using structural equation modeling to test for hypothesized and exploratory indirect relationships.FindingsConsistent results were found for sequential mediation from ORPCF to employee investment of the self into the job, to JPO, to supervisor-rated helping and voice OCBs. Employees' perception of their relational psychological contract fulfillment (social exchange) did not simultaneously mediate the relationships between ORPCF and employees' OCBs.Research limitations/implicationsPsychological ownership presents a complement to social exchange to explain effects of relational psychological contract fulfillment on employee outcomes. Because of the cross-sectional nature of the data conclusions about causality are quite limited.Practical implicationsOrganizations and managers should emphasize that fulfillment of relational psychological contract obligations represent a significant investment in employees, who reciprocate by investing themselves into their work. This in turn bolsters JPO and its positive employee outcomes.Originality/valueThis is the first study to directly compare social exchange and psychological ownership explanations for effects of psychological contract fulfillment on employees.

scholarly journals Tit for Tat: Abusive Supervision and Knowledge Hiding-The Role of Psychological Contract Breach and Psychological Ownership

2020 ◽  
Vol 17 (4) ◽  
pp. 1240 ◽  
Author(s):  
Usman Ghani ◽  
Timothy Teo ◽  
Yan Li ◽  
Muhammad Usman ◽  
Zia Ul Islam ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Development Program ◽  
Abusive Supervision ◽  
Theory And Practice ◽  
Psychological Ownership ◽  
Psychological Contract Breach ◽  
Full Time ◽  
Contract Breach ◽  
Knowledge Hiding

The extant literature has focused on individuals’ knowledge-sharing behavior and its driving factors, which stimulate the knowledge transmission and exchange in organizations. However, little research has focused on factors that inhibit knowledge sharing and encourage individuals to hide their knowledge. Therefore, based on social exchange and displaced aggression theories, the study proposed and checked a model that examined the effect of abusive supervision on knowledge hiding (KH) via a psychological contract breach (PCB). The Psychological ownership was regarded as a boundary condition on abusive supervision and KH relationship. Using a time-lagged method, we recruited 344 full-time employees enrolled in an executive development program in a large university in China. The findings show that PCB mediates the association between abusive supervision and KH. Similarly, psychological ownership moderates the association between abusive supervision and KH. Employees with high psychological ownership minimized the effect of abusive supervision on KH. Based on study findings, contributions to theory and practice, limitations, and future directions are discussed.

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