A Study Of Psychological Contract Violation, Organizational Trust, Intention To Leave Work

2017 ◽  
Author(s):  
Zafer Adiguzel
Keyword(s):  
Psychological Contract ◽  
Organizational Trust ◽  
Intention To Leave ◽  
Psychological Contract Violation ◽  
Trust Intention ◽  
Contract Violation

scholarly journals Psychological contract violation and turnover intention

2020 ◽  
Vol 10 (2) ◽  
pp. 160-169
Author(s):  
Havana Sevcan Kurt
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Intention To Leave ◽  
Call Centre ◽  
Contract Breach ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
The Social ◽  
Contract Violation

The purpose of this research was to examine the role of loyalty where employees perceive the effect on their psychological contract breach of the bank’s intention to leave the call centre operating in Turkey. For this purpose, the literature was examined and a research questionnaire was prepared based on the psychological contract violation (PC), intention to quit and perception of loyalty. This survey was used to collect data of 634 banking call centres operating in Turkey using the sampling method. Statistical Package for the Social Sciences 25 and LISREL 8.7 statistical package programmes were applied in the analysis of the research data. Structural equation modelling was used to test the research hypothesis. In the relationship between (PC) and turnover intention, employee-perceived loyalty has a partial mediating role. This result is considered important for bank managers and human resources specialists who want to improve their success and the quality of the service they offer to their customers. In this study, only the perceptions of the employee were examined. It is also recommended to examine the perceptions of managers working in different sectors.   Keywords: Loyalty, psychological contract violation, turnover intention.

Impact of Psychological Contract Violation on Interpersonal Trust During Mergers and Acquisitions

2013 ◽  
Vol 41 (3) ◽  
pp. 487-495 ◽  
Author(s):  
Shimei Yan ◽  
Yaodong Zhu
Keyword(s):  
Mergers And Acquisitions ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interpersonal Trust ◽  
Knowledge Workers ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Violation ◽  
The Relationship ◽  
Contract Violation

We explored the relationship between knowledge workers' perceptions of psychological contract violation and their interpersonal trust during mergers and acquisitions (M&As) to determine whether or not perceived commitment human resource (HR) practices can moderate the relationship between psychological contract violation and interpersonal trust. We collected 210 questionnaire responses from enterprises that were in the process of M&As in China, and structural equation modeling and regression analyses were used to analyze the data. We found that in certain contexts organizational trust (or distrust) can transfer to interpersonal trust (or distrust). This issue merits further discussion.

Effects of coworker's idiosyncratic deals on witness's creative process engagement: roles of responsibility for change and perceived exploitative leadership

2021 ◽  
pp. 1-21
Author(s):  
Jie Huang ◽  
Chunyong Tang
Keyword(s):  
Creative Process ◽  
Psychological Contract ◽  
Positive Impact ◽  
Negative Effects ◽  
Idiosyncratic Deals ◽  
Psychological Contract Violation ◽  
Activation Theory ◽  
Trait Activation ◽  
Time Lagged ◽  
Contract Violation

Abstract Emerging research in the idiosyncratic deals literature is to examine its negative effects. Thus far, much remains unknown about how and when idiosyncratic deals are associated with employee creative process engagement. Invoking fairness heuristic theory and trait activation theory, we propose and test a model that coworker's idiosyncratic deals have a negative association with witness's creative process engagement through psychological contract violation. Furthermore, we theorize and test the combination of the responsibility for change and perceived exploitative leadership as important boundary conditions, associate interact with coworker's idiosyncratic deals to strengthen the positive impact on psychological contract violation, thereby reducing witness's creative process engagement. We use two time-lagged studies to provide support for these mediation and moderation effects, and also discuss the theoretical and practical implications of these findings.

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