scholarly journals Mediating Effect of Job Satisfaction on the Relationship between Psychological Contract Breach and Organisational Citizenship Behaviour among Medical Doctors

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Samuel Koomson ◽  
Abigail Opoku Mensah
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Mediating Effect ◽  
Psychological Contract Breach ◽  
Medical Doctors ◽  
Contract Breach ◽  
The Relationship

scholarly journals The Role of Physiological Contract Breach on Employee Reactions: Moderating Role of Organizational Trust

2019 ◽  
Vol 7 (2) ◽  
pp. 233-244
Author(s):  
Sumaira Rehman ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain ◽  
Aamir Zamir Kamboh
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Psychological Contract ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Employee Reactions ◽  
The Relationship

Psychological contract Breach (PCB) play a crucial role to shape employee reactions (ERs) Therefore; this study investigated the possessions of Psychological contract Breach on employee’s reactions (organizational behavior regarding citizenship, job satisfaction) under the moderation of organizational trust. Data were collected from 340 employees of the Health sector by using the technique of simple random sampling. Confirmatory factor analysis (CFA) technique has been used to check the validity of the data while structure equation modeling (SEM) technique has been used for test the relationship between variables. Our findings revealed that psychological contract breach had negative and significant relationships with employees’ reactions (organizational citizenship behavior, job satisfaction). Further, organizational trust is also significantly moderated on the relationship between PCB and employees’ reactions (organizational behavior regarding citizenship, job satisfaction).

scholarly journals THE RELATIONSHIP OF ORGANIZATIONAL CYNICISM WITH THE JOB SATISFACTION: THE MEDIATING ROLE OF PSYCHOLOGICAL CONTRACT BREACH

2020 ◽  
Vol 36 (02) ◽  
pp. 1-13
Author(s):  
Aneela Sheikh ◽  
Abdul Khaliq Alvi ◽  
Khalil Ur Rehman
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Organizational Cynicism ◽  
Relationship Of ◽  
The Relationship

This research inspects the relation of psychological contract breach, organizational cynicism and job satisfaction. This is correctional research and date is collected from 274 nurses randomly from public sector hospitals of Lahore Pakistan. Result described that all three hypotheses for direct relationships of psychological contract breach and the organizational cynicism with the job satisfaction and for the relationship of organizational cynicism with psychological contract breach are accepted. Moreover, psychological contract breach partially mediates the relation of +other sectors like the banks, telecom and education sector for validate the results. It is also worthwhile to collect the data from nurses of private sectors where they face lot of hardships and the results of nurses of Govt. and private sector. For generalizing the results data will also collect cities like Islamabad, Faisalabad and Karachi.

scholarly journals The effect of role stress on organizational commitment

2015 ◽  
Vol 28 (4) ◽  
pp. 772-747
Author(s):  
SooMin Ryu ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Psychological Contract ◽  
Role Ambiguity ◽  
Role Stress ◽  
Mediating Effect ◽  
Psychological Contract Breach ◽  
Role Overload ◽  
Contract Breach ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of psychological contract breach in the relationship between role stress(role ambiguity, role conflict, and role overload) and organizational commitment. The second purpose of this study was to examine the moderating effect of resilience in the relationship between role stress(role ambiguity, role conflict, and role overload) and psychological contract breach. For these purposes, data were collected from 267 employees working in various corporations by questionnaires. Results indicated that role ambiguity, role conflict, and role overload have positive effects on psychological contract breach, and that psychological contract breach has a negative effect on organizational commitment. The psychological contract breach partially mediated the relationship between role ambiguity and organizational commitment, and fully mediated the relationship between role conflict and role overload and organizational commitment. The moderation effect of resilience was found because resilience weakens the positive relationship between role overload and psychological contract breach. Based on these results, academic and practical implications were discussed. Finally, the limitations of this study and directions for the future research were discussed.

The Relationship between Psychological Contract Breach and Engagement: Job Satisfaction and Organisational Support as Moderators

2018 ◽  
Vol 10 (3(J)) ◽  
pp. 187-202
Author(s):  
Tjaart van der Westhuizen ◽  
Caren B. Scheepers ◽  
Tumo Kele
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Psychological Contract ◽  
Quantitative Research ◽  
Moderating Effect ◽  
Psychological Contract Breach ◽  
African Countries ◽  
Contract Breach ◽  
Organisational Support ◽  
The Relationship

The purpose of this study was to investigate the moderating effect of job satisfaction and organisational support on the relationship between psychological contract breach and work engagement. An experimental design involving quantitative research methodology was used, conducting a survey of 1 029 respondents. The relationship between psychological contract breach and work engagement is more complex than previous studies suggest: This research concludes that job satisfaction moderates the relationship between psychological contract breach and work engagement. Organisational support, however, does not have a significant moderating effect on this relationship. It was also limited to South African organisations; comparative studies in other African countries and other emerging markets would be useful. Psychological contract breach has an adverse effect on work engagement. This finding is particularly important for organisations going through economic difficulties with resultant resource losses - that are perceived by employees as a breach of psychological contract. This study suggests that organisations ought to commit their limited resources to increase job satisfaction during periods of change. It will lead to employees having a buffer between this breach and the risk of potentially lower engagement levels. Increased levels of employee job satisfaction would moderate the effect of psychological contract breach on work engagement – thus reducing the probability of poor work engagement. Surprisingly, organisational support did not have a significant moderating effect on the relationship between psychological contract breach and work engagement.

scholarly journals Effect of Organisational Commitment in Psychological Contract Breach-Organisational Citizenship Behaviour Bond among Medical Doctors

2020 ◽  
Vol 8 (04) ◽  
pp. 369-376
Author(s):  
Samuel Koomson
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Psychological Contract Breach ◽  
Medical Doctors ◽  
Organisational Commitment ◽  
Contract Breach ◽  
Bartlett Test ◽  
Validity Tests

Medical doctors are responsible for leading the care of patients. They are perhaps the most valuable assets of healthcare organisations. Yet, indications signal that medical doctors operating in the Upper East and West Regions of Ghana are bedevilled with severe breaches in their psychological contract, which could probably result in low commitment to their organisation and subsequently, stifle their tendency to be good organisational citizens. The study therefore investigated the interceding effect of organisational commitment in the nexus between psychological contract breach and organisational citizenship behaviour among medical doctors in the Upper East and Upper West Regions of Ghana. 214 medical doctors participated in the study. A validated, semi-structured and self-administered questionnaire was employed. The data collected was subjected to Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett test of sphericity, as well as reliability and validity tests. Mediating effect was conducted. Control variables were sex, age, employment type and tenure. Significant level was set at 5%. Partial-least squares structural equation modelling was used to analyse the data, with the help of Smart PLS 3.0M.3 software. Consistent with expectations, organisational commitment partially mediated the association between psychological contract breach and organisational citizenship behaviour among medical doctors working in these two regions. The study therefore settled that organisational commitment lessened the effect of a psychological contract breach on the medical doctors’ tendency to be bad organisational citizens. The study therefore recommends managers of Ghana Health Service to consider improving the level of organisational commitment among the medical doctors.

scholarly journals THE COMBINED EFFECT OF PSYCHOLOGICAL CAPITAL AND PSYCHOLOGICAL CONTRACT BREACH ON EMPLOYEES’ OUTCOME

2014 ◽  
Vol 02 (02) ◽  
pp. 01-11
Author(s):  
Zia Ul Islam ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
The Impact ◽  
The Relationship

The study is designed to investigate the impact of psychological contract breach on different employee’s outcome, namely, organizational citizenship behavior, effective commitment and Job Satisfaction with the moderation effect of Psychological Capital. Out of 190 self-administered questionnaires distributed among the faculty members of private sector universities located in the Khyber Pakhtunkhwa province of Pakistan, 128 questionnaires were considered for analysis. The results show that there is a negative relationship between Psychological Contract Breach and all employees’ outcomes under study.Psychological Capital is positively related to all employees’ outcome. Psychological Capital moderates only the relationship between psychological contract breach (PCB) and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.

scholarly journals Psychological Contract Breach and Organizational Outcomes: Moderating Effect of Tenure

2019 ◽  
Vol 8 (S1) ◽  
pp. 46-51
Author(s):  
Sabu Varghese ◽  
M. S. Raju
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Organizational Outcomes ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Relational Contract ◽  
Employee Relationship ◽  
Employee Reactions ◽  
The Relationship

Conventional wisdom tells us that only if the employees are paid enough, they can be made happy consequently productive. However, studies have suggested that the nature of the relations between employer and employee have a vital role to play in employee’s job satisfaction, Likewise, employee’s intention to leave the organization is influenced by both money related factors and relational elements. Studies suggest that the nature of the employer-employee relationship significantly affects the employee perceptions and reactions. Psychological Contract is a model which will help one to understand the employer-employee relationship. The mutual expectations and obligations proportionate to each one’s contribution is a general way to define psychological contract. Research suggests that a breach of this contract can affect the organizational outcomes and employee reactions negatively. This study considers the psychological contract breach from the employees’ perspective. Although studies have been made on the effect of psychological contract breach on several organizational outcomes, little effort has been noticed to be made to study the effect of the commonly identified dimensions – relational contract breach and transactional contract breach- on the employee reactions. While social and emotional factors such as loyalty and support contribute to relational contract, compensation and personal benefits contribute to transactional contracts. This work is noteworthy as it assesses the effect of relational contract breach and transactional contract breach on job satisfaction and employee turnover intention. The study also examines the effect of individual level variable- tenure – on the relationship of RCB and TCB with job satisfaction and turnover intention. Respondents to this study were 228 teachers from the self-financing colleges in the district of Ernakulam, Kerala in India. The results suggest that relational and transactional contract breaches will lead to significant employee reactions- reduces job satisfaction and enhances turnover intention. Tenure moderates the relationship between relational contract breach and turnover intention but not between relational contract breach and job satisfaction. Conversely, tenure moderates the transactional contract breach- turnover intention relationship but not transactional contract breach- job satisfaction.

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