PSYCHOLOGICAL CONTRACT VIOLATION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2005 ◽  
Vol 7 (3) ◽  
pp. 325 ◽  
Author(s):  
Rozhan Othman ◽  
Rasidah Arshad ◽  
Noor Azuan Hashim ◽  
Rosmah Md Isa
Keyword(s):  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Affective Response ◽  
Work Force ◽  
Citizenship Behavior ◽  
Psychological Contract Violation ◽  
Voluntary Separation ◽  
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.

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

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.

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

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.

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 373-382 ◽  
Author(s):  
Ye Hoon Lee ◽  
Boyun Woo ◽  
Yukyoum Kim
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Head Coaches ◽  
Citizenship Behaviors ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

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.

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