The Effect of member-leader exchange of restaurant employee on organizational cynicism and organizational citizenship : Focused on the Moderating Effect of psychological contract breach

2018 ◽  
Vol 22 (7) ◽  
pp. 167-187
Author(s):  
Sunmi Yun ◽  
◽  
Hunjung Park
Keyword(s):  
Organizational Citizenship ◽  
Psychological Contract ◽  
Moderating Effect ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Organizational Cynicism

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.

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

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.

GENERATIONAL DIFFERENCES IN PSYCHOLOGICAL CONTRACT CONTENT AND REACTIONS TO PSYCHOLOGICAL CONTRACT BREACH IN THE TRANSITION CONTEXT: A STUDY OF CROATIAN EMPLOYEES

1970 ◽  
Vol 9 (4) ◽  
pp. 395
Author(s):  
Mojra Dautović ◽  
Zvonimir Galić
Keyword(s):  
Generation Y ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Generational Differences ◽  
Moderating Effect ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Older Employees ◽  
The Relationship ◽  
Effect Of Age

In our study we explored generational differences in psychological contract content (PCC) and reactions to psychological contract breach (PCB) among Croatian employees. We collected the data on a sample of 432 participants and compared the PCC between Generation Y (born from 1981 to 1993) and older employees (born between 1946 and 1980). The results showed that the Generation Y employees expected more from their employers regarding career development, work-life balance, and social atmosphere. At the same time, the older generation perceived stronger employer obligations related to organizational policy, and stronger employee obligations related to in-role performance. We also tested the moderating effect of age on the relationship between PCB and job attitudes (job satisfaction, organizational commitment, and turnover intention). The moderating effect was observed only for the relationship between PCB and turnover intention: the younger employees reacted to PCB with a stronger turnover intention than the older employees.

Sign in / Sign up

Export Citation Format

Share Document