scholarly journals EXAMINING PSYCHOLOGICAL CONTRACT BREACH AS AN ANTECEDENT OF INTENTION TO SABOTAGE: THE MEDIATING ROLE OF MORAL IDENTITY

2020 ◽  
Vol 8 (3) ◽  
pp. 618-627
Author(s):  
Shalendra S. KumarKumar ◽  
Shinhyung Kang ◽  
Xu Shi. Guo ◽  
Zhao Li ◽  
Shiu Lingam
Keyword(s):  
Public Sector ◽  
Psychological Contract ◽  
Moral Identity ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
The Public ◽  
Mediating Role ◽  
Public Sector Organization ◽  
Public Sector Organizations

Purpose of the study: The study investigates the mediating role of moral identity between psychological contract breaches, as an antecedent of intention to sabotage in the public sector organization in Fiji. Methodology: A self-completed written survey and a random sampling method were used in collecting data from 340 employees of various public sector organizations in Fiji Island. The data were analysed through SPSS and SEM for model fit in AMOS. Main Findings: The findings revealed that there is a positive relationship between psychological contract breach and intention to sabotage the service in the public sector organization (β=0.604, p < 0.01). The moral identity had a significant mediating relation between the two variables. (β=0.223, p < 0.01), as such, high moral identity partially mediated the relationship between psychological contract breaches and employee intention to sabotage service. Applications of this study: The result of the study is has a significant impact on improving organizational effectiveness and at the same time using moral identity as an indicator to evaluate employees in public sector organizations. Besides, organizations can also integrate ethics into training human resources. Novelty/Originality of this study: As neglected by prior studies, this study highlights the importance of recognizing the role of moral identity in organizational development, especially during a crisis. Furthermore, human behaviors do not operate as tabula rasa but the subsequent effect of organizational adversities such as PCB.

Examining Organizational Cronyism as an Antecedent of Workplace Deviance in Public Sector Organizations

2017 ◽  
Vol 46 (3) ◽  
pp. 308-323 ◽  
Author(s):  
Sadia Shaheen ◽  
Sajid Bashir ◽  
Abdul Karim Khan
Keyword(s):  
Public Sector ◽  
Psychological Contract ◽  
Workplace Deviance ◽  
Psychological Contract Breach ◽  
Workplace Behavior ◽  
Contract Breach ◽  
Mediating Role ◽  
Public Sector Organizations ◽  
Deviant Workplace Behavior

This study examines the relatively new phenomenon of organizational cronyism as a determinant of deviant workplace behavior in public sector organizations in Pakistan. It also examines the mediating role of psychological contract breach. Data were collected from 180 employees working in various public sector organizations in Pakistan. The results indicate that organizational cronyism is positively related with psychological contract breach, which in turn results in deviant workplace behavior in public sector organizations.

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.

Psychological Contract Breach and Organizational Deviance Behaviour: Mediating Role of Professional Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 34-50
Author(s):  
Ganesh Bhattarai ◽  
Dipendra Karki ◽  
Rewan Kumar Dahal
Keyword(s):  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Professional Commitment ◽  
Direct Impact ◽  
Organizational Deviance ◽  
Contract Breach ◽  
Government Organization ◽  
Mediating Role ◽  
The Relationship

This study was carried out to measure the direct impact of employees’ psychological contract breach on organizational deviance behavior and professional commitment, direct impact of professional commitment on organizational deviance behavior, and mediating role of professional commitment in the relationship between psychological contract breaches to organizational deviance behavior.  As the respondents, 426 employees working in Nepalese non-profit making organization (i.e. international non-government organization working in Nepalas well as national level non-government organization) were surveyed. were drawn from the analysis of crosses sectional perceptual data adopting quantitative research method, deducting reasoning approach and positivist research philosophy.  Regression analysis, after the confirmatory factor analysis, revealed that (a) employee’s psychological contract breach was positively associated with organizational deviance behavior, (b) employees psychological contract was negatively associated with professional commitment, (c) employees’ professional commitment was negatively associated with organizational deviance behavior, and (d) professional commitment mediated the relationship of psychological contract breach to organizational deviance behavior. Moreover, regarding effect size, the direct effect size of psychological contract breach to predict organizational deviance behavior was .86, and an indirect effect through professional commitment was -.12.Based on the study's conclusion, numbers of theoretical implication and practical implications are suggested.

scholarly journals Role of Psychological Contract Breach and Violation in Generating Emotional Exhaustion: The Mediating Role of Job Procrastination

2020 ◽  
Vol 20 (3) ◽  
pp. 15-28
Author(s):  
Ali Abdulhassan Abbas ◽  
◽  
Hussein Hurajah Al Hasnawia ◽  
Keyword(s):  
Factor Analysis ◽  
Emotional Exhaustion ◽  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Negative Results ◽  
Confirmatory Factor ◽  
Daily Wage

This search aims to study the extent to which Psychological Contract Breach affects and produces Emotional Exhaustion amongst employees through the emergence of a state of procrastination at the level of a sample of daily wage employees in the Colleges of Karbala University in Iraq. The study adopted the measures devised by Suazo (2009) to measure the Psychological Contract Breach and Violation, Strunk et al. (2013) to measure Job Procrastination, and Lewin and Sager (2009) to measure Emotional Exhaustion. The study’s sample consisted of 309 individuals. Confirmatory Factor Analysis, Multiple Regression, and path analysis were used to test the hypotheses, and a number of conclusions were reached. Most importantly, the feeling among employees of Psychological Contract Breach, in turn leading to an increase in their levels of emotional exhaustion, has been explained in detail with the identification of the most important treatments to reduce Psychological Contract Breach in order to reduce the negative results arising from it.

scholarly journals Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors

2021 ◽  
Vol 11 ◽  
Author(s):  
Jeroen P. de Jong ◽  
Mike Clinton ◽  
Matthijs Bal ◽  
Beatrice Van Der Heijden
Keyword(s):  
Emotional Exhaustion ◽  
Psychological Contract ◽  
Positive Association ◽  
Well Being ◽  
Senior Management ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Contract Research ◽  
Mediating Role

In psychological contract research, the side of the supervisor is strongly underexposed. However, supervisors are responsible for maintaining relationships with both their subordinates and senior management and are likely to be influenced by events unfolding in these relationships. In this study, we state that supervisor well-being may be affected by subordinates who fail to meet their obligations. This study adds to psychological contract research by developing an understanding of how and when subordinate psychological contract breach (PCB) is associated with supervisor emotional exhaustion. Through a weekly diary survey among 56 Dutch supervisors, we test hypotheses about the relationships between subordinate PCB and the emotional exhaustion of the supervisor, the mediating role of perceptions of performance pressure by the supervisor in this relationship, and the moderating role of i-deals between the supervisor and senior management. Multilevel analyses support the first two hypotheses, but contradictory to our expectations show that the positive association between subordinate PCB and the emotional exhaustion of the supervisor is strengthened when the supervisor has high levels of i-deals with senior management. We discuss the findings in relation to their contribution to psychological contract theory.

Impact of Narcissistic Leadership on Employees Counterproductive Work Behavior under Mediating Role of Psychological Contract Breach and Moderating Role of Psychological Capital

2020 ◽  
Vol 9 (4) ◽  
pp. 369-380
Author(s):  
ABDUL QAYYUM ◽  
SANA UR REHMAN ◽  
MUHAMMAD SARMAD
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Banking Sector ◽  
Psychological Capital ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role

This study investigates the effect of narcissistic leadership on employees’ counterproductive work behavior under the lens of social exchange theory. The mediating role of psychological contract breach and moderating effect of psychological capital is also analyzed in said causal relationship. Using convenience sampling technique, data was collected from 302 middle tier employees working across banking sector of Pakistan. Data was analyzed through statistical techniques in SPSS. The results disclosed that narcissistic leader (NL) behavior significantly affects psychological contract breach (PCB) and counterproductive work behavior (CWB) of employees. PCB positively effects CWB and partially mediates between NL and CWB. Contrary to expectation the moderation role of psychological capital (PsyCap) between NL and CWB is not established. Thus, implications are provided for targeted sector and discussion is elaborated for similar sectors as well. Keywords: Narcissistic Leadership (NL), Psychological Capital (PsyCap), Psychological Contract Breach (PCB), Counterproductive work Behavior (CWB).

scholarly journals ONE BIG HAPPY ENGINEERING FAMILY? THE INFLUENCE OF PSYCHOLOGICAL CONTRACTS ON TEAM OUTCOMES AND THE MEDIATING ROLE OF PERSON-TEAM FIT

2017 ◽  
Author(s):  
Katherine Gibbard ◽  
Yannick Griep ◽  
Genevieve Hoffart ◽  
Denis Onen
Keyword(s):  
Psychological Contract ◽  
Engineering Students ◽  
Psychological Contracts ◽  
Psychological Contract Breach ◽  
Computer Engineering ◽  
Contract Breach ◽  
Mediating Role ◽  
Team Outcomes ◽  
Team Potency

Teamwork is frequently used to tackle complex and demanding tasks in organizational and educational settings. While teamwork may offer substantial benefits, the challenges of working effectively in teams are considerable. This study examines the roles of psychological contract breach and person-team fit in relation to teams’ effectiveness. Twelve teams of electrical and computer engineering students were surveyed at three time points to assess their perceptions of personteam fit and psychological contract breach.Results of a longitudinal mediation model supported our hypotheses that team level psychological contract breach would result in decreased supplementary fit and increased complementary fit. Regarding team outcomes, we found that perceptions of supplementary fit increased team member peer feedback ratings, while perceptions of complementary fit increased team potency. Follow-up analyses revealed that psychological safety was positively related to psychological contract breach. Implications for practice are discussed.

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