The Effect of Hotel Employees' Workplace Bullying on Organizational Citizenship  Behavior : Focused on the Mediated Effect of Psychological Contract Violation

A psychological contract is an implicit understanding between a group of employees and their employer that arose as a result of a particular leadership style. Psychological contract violation (PCV) is said to occur when there is a perceived breach of promise that leads to an emotional and affective response. The literature on PCV posits a number of antecedents and outcomes of PCV. This study seeks to develop a model of PCV by linking it with justice and organizational citizenship behavior (OCB). It is argued that the antecedents of PCV lead to a sense of injustice. These will then create the emotional response that is indicative of PCV. It is also argued that an outcome of this PCV experience is reduced OCB and the emergence of a new outlook towards employment relationship. Data was collected from a Malaysian company that initiated a voluntary separation scheme as part of an effort to downsize its work force. The finding of this study provides partial support for the model.

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The impact of psychological contract violation and generation difference in the workplace: An empirical study of China

Human Systems Management ◽

10.3233/hsm-201073 ◽

2021 ◽

pp. 1-17

Author(s):

Chao-Hsing Lee ◽

Chien-Wen Chen

Keyword(s):

Organizational Citizenship ◽

Generation X ◽

Organizational Citizenship Behavior ◽

Generation Y ◽

Psychological Contract ◽

Generational Differences ◽

Citizenship Behavior ◽

Role Performance ◽

Psychological Contract Violation ◽

Contract Violation

BACKGROUND: Financial rewards might not the only way to keep employees’ stay and to have high performance. We attempt to introduce the perspective of psychological contract (PC) to study the employment relationship. OBJECTIVE: This study is based on the Chinese private enterprise context to explore the effect of psychological contract violation (PCV) and explore whether there are generational differences in the organization. METHODS: We adopt PLS-SEM for empirical research evaluation. A total of 313 valid sample questionnaires were taken. RESULTS: The statistical analysis results show that the psychological contract violation has a significant positive impact on turnover intentions. Psychological contract violation also has significant negative effects on in-role performance and organizational citizenship behavior. In the analysis of generational differences for generation Y employees and generation X employees, when facing psychological contract violations, generation Y employees are more likely to have a stronger turnover intention, lower in-role performance, and less organizational citizenship behavior than generation X employees. CONCLUSIONS: The revised psychological contract violation model is confirmed in the Chinese context. There are significant differences in the influence of generational factors on the psychological contract violation model.

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Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

International Journal of Management Excellence ◽

10.17722/ijme.v9i3.939 ◽

2017 ◽

Vol 9 (3) ◽

pp. 1146-1154

Author(s):

Khurram Aziz ◽

Iram Shahzadi ◽

Muhammad Awais ◽

Syed Shahbaz Ul Hasnain ◽

Qadeer Rahat

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Contract ◽

Abusive Supervision ◽

Citizenship Behavior ◽

Mediating Role ◽

Psychological Contract Violation ◽

Organizational Cynicism ◽

Contract Violation

This study determines whether abusive supervision can influence the level of organizational citizenship behavior in the mediating role of psychological contract violation and organizational cynicism. A survey conducted from 391 respondents from different service sector organizations of the Pakistan. Specifically, CFA and SEM tests performed to analyze the data. The analysis of their responses supported our model which describes that abusive supervision has an adverse effect on organizational citizenship behavior either directly or indirectly. The mediating role of psychological contract violation and organizational cynicism proved to be significant. Both mediators negatively correlated with organizational citizenship behavior. Implementations mentioned for managers and researchers, and limitations identified.

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Stimulating Organizational Citizenship Behavior by Applying Organizational Commitment and Satisfaction

International Journal of Social Sciences and Economic Review ◽

10.36923/ijsser.v2i2.58 ◽

2020 ◽

pp. 20-27

Author(s):

Aram H. Massoudi ◽

Alaa S. Jameel ◽

Abd Rahman Ahmad

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Contract ◽

Citizenship Behavior ◽

Human Resource Managers ◽

Hotel Employees ◽

Organizational Citizenship Behaviours ◽

Resource Managers

Purpose of the study: This study aims to apply organizational commitment and job satisfaction as an indicator to stimulate organizational citizenship behaviours. Methodology: The data collected by a questionnaire survey conducted among a group of hotel employees in Baghdad, Iraq. The 200 questionnaires distributed, the researchers received 149, were valid responses. The data were analyzed by AMOS software after ensuring validity, Reliability, and model fit. Main Findings: The results revealed that organizational commitment and job satisfaction play a positive and influential role in changing the organizational citizenship behaviours among hotel employees. Also, organizational commitment has a stronger impact on improving the behaviour of employees than job satisfaction. Research limitations/implications: The study contributes to human resource managers as it reveals the influential role of firms' commitment and job satisfaction on altering staff behaviours towards organizational citizenship. Therefore, it is understood that more variables need to be considered, such as psychological contract and employees' empowerment. Novelty/Originality of this study: The finding can fill the gap in the literature related to this article in the Iraqi setting, where studies about organizational citizenship is not existing in this context.

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