Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

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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Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

Journal of Business & Tourism ◽

10.34260/jbt.v6i1.202 ◽

2021 ◽

Vol 6 (1) ◽

pp. 373-390

Author(s):

Athar Marwat ◽

Dr. Adil Adnan

Keyword(s):

Social Exchange ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Contract ◽

Citizenship Behavior ◽

Psychological Contract Breach ◽

Contract Breach ◽

Mediation Effects ◽

Individual Level ◽

Indirect Relationship

This study investigates the relationship between individual psychological contract breach on organizational citizenship behavior at individual level and to test the mediation effects of trust in supervisor. The study was carried out in software industry of KPK, Pakistan. Data was gathered from 337 operational level executive (i.e. executive, assistant manager, manager) through randomly selected sampling method. Numerous statistical techniques (correlation, regression) had been used to deduct the results. Results indicate that individual psychological contract breach significantly predicts organizational citizenship behavior at individual level and with trust in supervisor and fully mediates the indirect relationship between individual psychological contract breach and organizational citizenship behavior at individual level. This research also provides the empirical evidence regarding significance of individual psychological contract grounded on social exchange and affective events theory in the context of KPK, Pakistan. Lastly, contribution of study, limitations and future directions are also discussed.

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Organizational Citizenship Behavior, Job Attitudes, and the Psychological Contract

Military Psychology ◽

10.1080/08995600701548122 ◽

2007 ◽

Vol 19 (4) ◽

pp. 259-271 ◽

Cited By ~ 19

Author(s):

Mark H. Jordan ◽

Mike Schraeder ◽

Hubert S. Field ◽

Achilles A. Armenakis

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Contract ◽

Job Attitudes ◽

Citizenship Behavior

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Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

Chinese Management Studies ◽

10.1108/cms-05-2013-0090 ◽

2014 ◽

Vol 8 (3) ◽

pp. 397-417 ◽

Cited By ~ 4

Author(s):

Tracy Tsui-Hsu Tsai ◽

Arthur Jing Lin

Keyword(s):

Organizational Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Contract ◽

Citizenship Behavior ◽

Full Time ◽

Content Type ◽

Non Profit ◽

Non Profit Organizations ◽

The Relationship

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

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