scholarly journals An exploration of psychological contract violation and calling experienced by religious ministers

2020 ◽  
Vol 85 (1) ◽  
Author(s):  
F. D. Orton ◽  
B.J. Linde ◽  
C. S. Jonker
Keyword(s):  
South Africa ◽  
Psychological Distress ◽  
Qualitative Study ◽  
Psychological Contract ◽  
Narrative Approach ◽  
Negative Effects ◽  
Psychological Contract Violation ◽  
Minder Vatbaar ◽  
Vocational Setting ◽  
Contract Violation

Although individuals who experience a vocational calling tend to be less receptive to psychological distress causing burnout, depression and turnover the prevalence of these cases are on the rise among religious ministers. This hitherto unexplained phenomenon is investigated in this study by exploring psychological contract violation experience with religious ministers in South Africa. A total of 11 participants were interviewed using a narrative approach, forming a qualitative study exploring the content of calling, expectations created by calling in reaction to it and the perceived violation of these expectations in the vocational setting. The result indicates that religious ministers do indeed experience psychological contract violation that leads to a host of negative effects. Opsomming: ‘n Ondersoek na psigologiese kontrak skending- en roeping ervaring by geestelike leiers. Alhoewel individue wat ‘n roeping ervaar die geneigdheid het om minder vatbaar te wees vir psigologiese stress wat uitbranding, depressie en omkeer-intensie voorafgaan, is daar ‘n toenemend hoër voorkoms hiervan by geestelike leiers. Hierdie onverklaarde fenomeen word in hierdie studie ondersoek deur psigologiese kontrak verbreking ervarings onder geestelike leiers in Suid Afrika te ondersoek. ‘n Totaal van 11 deelnemers is by wyse van narratiewe onderhoude ondervra om ‘n kwalitatiewe studie te doen wat die inhoud van roeping, verwagtinge vanuit die roeping en beleefde skending van hierdie verwagtinge in die loopbaankonteks te ondersoek. Die resultaat dui daarop dat geestelike leiers wel psigologiese kontrak skending ervaar wat negatiewe gevolge inhou.

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.

scholarly journals Making the Customer-Brand Relationship Sustainable: The Different Effects of Psychological Contract Breach Types on Customer Citizenship Behaviours

2020 ◽  
Vol 12 (2) ◽  
pp. 630 ◽  
Author(s):  
Hongyan LIU ◽  
Jinglan Yang ◽  
Xiaoxi Chen
Keyword(s):  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Negative Effects ◽  
Contract Breach ◽  
Relational Contract ◽  
Psychological Contract Violation ◽  
Brand Relationship ◽  
Helping Behaviours ◽  
The Impact ◽  
Contract Violation

Customer citizenship behaviours are important for a sustainable customer-brand relationship, yet little is known about the effect of psychological contract breach on citizenship behaviours. From the perspective of psychological contract theory, this research examined the impact of psychological contract breaches on customer citizenship behaviours through the mediating mechanism of psychological contract violation in the customer-brand relationship. Experiments were used to assess the effect of two types of psychological contract breaches on customer citizenship behaviours. The results show that the negative effect of a relational contract breach differs between the dimensions of citizenship behaviours. A relational contract breach has direct and indirect negative effects on recommendation behaviours and helping behaviours, but it does not affect voice behaviours. A transactional contract breach directly and negatively influences recommendation behaviours, but it has no effect on voice behaviours. A transactional contract breach indirectly increases helping behaviours through psychological contract violation. Psychological contract violation partially mediates the effect of a transactional contract breach on customer recommendation behaviours and fully mediates the effect of a relational contract breach on helping behaviours. These findings generate managerial implications for firms aiming to maintain sustainable customer-brand relationships.

scholarly journals How transformational leadership, psychological contract violation, empowerment and affective commitment influence employee’s intention to quit an organisation

2021 ◽  
Vol 52 (1) ◽  
Author(s):  
Olorunjuwon M. Samuel ◽  
Amos S. Engelbrecht
Keyword(s):  
Transformational Leadership ◽  
Conceptual Model ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Psychological Contract Violation ◽  
Contract Violation

Purpose: The first aim of this article is to assess the influence of transformational leadership and some selected psychological constructs on employee’s intention to quit an organisation. The second aim is to develop and validate a conceptual model that depicts the linear relationships amongst the constructs of this study (i.e. transformational leadership, psychological contract violation, psychological empowerment, affective commitment and intention to quit).Design/methodology/approach: The article employs correlational research method using quantitative research strategy. Structural equation modelling (SEM) was adopted in analysing data collected from 232 conveniently sampled respondents from various organisations in South Africa. The partial least square based SEM methodology was used to test the relationships amongst the various constructs of the study.Findings/results: Transformational leadership showed indirect influence on intention to quit through psychological contract violation, psychological empowerment and affective organisational commitment.Practical implications: The conceptual model of this study provides a useful psychological framework that guide organisations in the formulation and implementation of retention policies and practices. Further, it is imperative for organisations to encourage the adoption of transformational leadership at all levels of management. This is in consideration of the significant influences that this leadership behaviour exerts on individual employee’s intention to quit an organisation.Originality/value: An extensive search of instant literature did not produce evidence of an existing literature regarding the relationship between transformational leadership and psychological contract violation as we found in this article. This is a theoretical contribution to the field of organisation psychology. Furthermore, the article developed a unique and a empirically validated model that explained the direction and strength of relationships amongst selected antecedents of intention to quit. This practical contribution provides managers with both pragmatic insights and theoretical framework in formulating an effective retention strategy for their organisations.

scholarly journals Suffering Silence While Exposed to Workplace Bullying: The Role of Psychological Contract Violation, Benevolent Behavior and Positive Psychological Capital

2020 ◽  
Vol 4 (4) ◽  
pp. 15-54
Author(s):  
Namra Jamshaid ◽  
Sadia Arshad
Keyword(s):  
Psychological Contract ◽  
Workplace Bullying ◽  
Psychological Capital ◽  
Turnover Rates ◽  
Passive Coping ◽  
Psychological Contract Violation ◽  
Current Transition ◽  
Free Environment ◽  
Contract Violation

Becoming impediment to organizational functioning in several ways, the prevalence of workplace bullying costs much to organizations. As in the current transition phase of Pakistan, the intentions to leave doesn’t manifest in actual turnover rates.  Hence the current study is conducted to analyze the passive coping strategies of employees in the face of workplace bullying. It is theorized that the relationship is mediated by psychological contract violation. Moreover, it is predicted that the process of mediation is stronger for individuals who report high levels of benevolent behavior and perceives psychological capital to be low. Data is collected from 359 young doctors and nurses of three government administered hospitals. Results indicate a significant bullying-silence relationship where psychological contract violation plays a role of partial mediator. Moreover, benevolence and PsyCap are powerful moderators to alter the already established relationship. Conclusions of the current study are further elaborated in terms of their practical contribution and future directions. Workplace bullying is an organizational reality. Hence efforts to make an entire bullying-free environment is next to impossible.  So, in addition to make an effort in ending up this maltreatment, managers must limit its consequences by understanding its dynamics. Reduce the bullying culture and save precious resources i.e. potential employees.

Sign in / Sign up

Export Citation Format

Share Document