scholarly journals Effects of Perceived Psychological Contract Breach on Turnover Intention: Intermediary Role of Loneliness Perception of Employees

2014 ◽  
Vol 150 ◽  
pp. 413-419 ◽  
Author(s):  
Ebru Aykan
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Intermediary Role

Employees’ responses to psychological contract breach: The mediating role of organizational cynicism

2020 ◽  
pp. 0143831X2095847
Author(s):  
Muhammad Waseem Bari ◽  
Qurrah-tul-ain ◽  
Muhammad Abrar ◽  
Meng Fanchen
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Time Lag ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Organizational Cynicism

This study evaluates employees’ responses (turnover intention and counterproductive work behavior) to different forms of psychological contract breach (relational and transactional), and the mediating role of organizational cynicism between employees’ responses and psychological contract breach. This study used a time lag technique for data collection from 411 bank employees in Pakistan. PLS-SEM and SmartPls software were applied for data analyses. The findings show that relational psychological contract breach has no significant impact on turnover intention but transactional psychological contract breach has a significant impact on turnover intention. However, counterproductive work behavior has a significant association with both forms of psychological contract breach (relational and transactional). Organizational cynicism significantly mediates the relation of relational psychological contract breach and turnover intention, but fails to mediate the relation between transactional psychological contract breach and turnover intention. Contrary to this, organizational cynicism partially mediates the relation between psychological contract breach (relational and transactional) and counterproductive work behavior. The implications and future directions are discussed in the last section of this study.

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

2019 ◽  
Vol 14 (3) ◽  
pp. 273-284 ◽  
Author(s):  
Gonzalo A Bravo ◽  
Doyeon Won ◽  
Weisheng Chiu
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Affective Commitment ◽  
National Collegiate Athletic Association ◽  
Positive Influence ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Moderating Role

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

scholarly journals Psychological contract breach and voluntary turnover among newcomers: the role of supervisor trustworthiness and negative affectivity

2021 ◽  
pp. 1-21
Author(s):  
Émilie Lapointe ◽  
Christian Vandenberghe
Keyword(s):  
Psychological Contract ◽  
Negative Affectivity ◽  
Voluntary Turnover ◽  
Three Dimensions ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

scholarly journals The effects of Psychological Contract Breach on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 589-606
Author(s):  
Jieun Park ◽  
Wonkung Oh ◽  
MinSoo Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Positive Affectivity ◽  
Contract Breach ◽  
The Relationship

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

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