Impact of Psychological Contract Violation on Interpersonal Trust During Mergers and Acquisitions

2013 ◽  
Vol 41 (3) ◽  
pp. 487-495 ◽  
Author(s):  
Shimei Yan ◽  
Yaodong Zhu
Keyword(s):  
Mergers And Acquisitions ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interpersonal Trust ◽  
Knowledge Workers ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Violation ◽  
The Relationship ◽  
Contract Violation

We explored the relationship between knowledge workers' perceptions of psychological contract violation and their interpersonal trust during mergers and acquisitions (M&As) to determine whether or not perceived commitment human resource (HR) practices can moderate the relationship between psychological contract violation and interpersonal trust. We collected 210 questionnaire responses from enterprises that were in the process of M&As in China, and structural equation modeling and regression analyses were used to analyze the data. We found that in certain contexts organizational trust (or distrust) can transfer to interpersonal trust (or distrust). This issue merits further discussion.

Behavioral and attitudinal outcomes of psychological contract violation

2016 ◽  
Vol 35 (2) ◽  
pp. 261-279 ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Construct Validity ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Content Type ◽  
Psychological Contract Violation ◽  
Organizational Cynicism ◽  
Managerial Employees ◽  
Contract Violation

Purpose – The purpose of this paper is to explore the interactive effects of psychological contract violation (PCV) and leader member exchange (LMX) on workplace behaviors and attitudes. Another purpose of this research was to contribute to the existing literature pertaining to PCV and organizational cynicism in the context of managerial employees working in India. Design/methodology/approach – Data were collected from 237 managerial-level employees and 156 of their immediate supervisors of seven organizations in India. A questionnaire comprising 36 items pertaining to the study constructs was administered. The reliability of the instrument was verified through item analyses. A confirmatory factor analysis (CFA) was conducted to establish the instrument’s construct validity. Study hypotheses were tested and competing models were compared using structural equation modeling (SEM) procedures. Findings – All scales were found to have acceptable reliability estimates. A CFA established that the manifest variables loaded significantly on their latent constructs and that the latter were empirically distinct. This established the scales’ construct validity. The results of the SEM procedures indicated that all study hypotheses could be accepted as statistically significant. Also, the moderator variable had a quasi-interactive impact on the criterion variables. Originality/value – This research is among the first of its kind to examine the variables of PCV and organizational cynicism among managerial employees working in India. It may also be one of the few meso-level investigations in extant literature examining the interaction between an individual (PCV) and a group (LMX) level variable and its impact on workplace behavior (organizational citizenship behavior) and attitudes (organizational cynicism).

scholarly journals The Impact of Psychological Contract on Employees’ Loyalty of Private Higher Education Institutions: A Case Study of the Arab Academy for science, Technology, and Maritime Transport (AASTMT)

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Hatem Ismail ◽  
Keyword(s):  
Organizational Culture ◽  
Psychological Contract ◽  
Structural Equation ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Maritime Transport ◽  
Science Technology ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship between psychological contract, employee's loyalty and organizational trust. Moreover, the study clarified the moderating effect of organizational culture on the relationship between psychological contract and employee's loyalty. Finally, the study shows the mediating effect of organizational trust on the relationship between psychological contract and employee's loyalty. Design/methodology/approach – This study is based on questionnaire method distributed on employees working at a private education institution; which is Arab Academy for Science, Technology and Maritime Transport (AASTMT). Findings – Results based on a structural equation modeling for data analysis indicated that psychological contract has significant effect on both employee’s loyalty and organizational trust and there was a significant relationship between Organizational Trust and Employees Loyalty. Furthermore, the significant moderator role of organizational culture and organizational trust. Practical implications – The findings are important to enable decision makers to Studying this topic will lead to necessary understanding of the root cause of psychological contract violation in the Egyptian environment, enable organizations to build and maintain the necessary mutual trust with employees. As well as open, the research field to others to study the variables and other aspects that contribute to maintaining the success of the organizations and institutions operating in Egypt. Research limitations– The primary limitation of this study is the scope of its sample.

scholarly journals The Role of Physiological Contract Breach on Employee Reactions: Moderating Role of Organizational Trust

2019 ◽  
Vol 7 (2) ◽  
pp. 233-244
Author(s):  
Sumaira Rehman ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain ◽  
Aamir Zamir Kamboh
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Psychological Contract ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Employee Reactions ◽  
The Relationship

Psychological contract Breach (PCB) play a crucial role to shape employee reactions (ERs) Therefore; this study investigated the possessions of Psychological contract Breach on employee’s reactions (organizational behavior regarding citizenship, job satisfaction) under the moderation of organizational trust. Data were collected from 340 employees of the Health sector by using the technique of simple random sampling. Confirmatory factor analysis (CFA) technique has been used to check the validity of the data while structure equation modeling (SEM) technique has been used for test the relationship between variables. Our findings revealed that psychological contract breach had negative and significant relationships with employees’ reactions (organizational citizenship behavior, job satisfaction). Further, organizational trust is also significantly moderated on the relationship between PCB and employees’ reactions (organizational behavior regarding citizenship, job satisfaction).

scholarly journals Effect of similar-to-me effect on job satisfaction and organizational trust

2017 ◽  
Vol 15 (4) ◽  
pp. 254-262
Author(s):  
Ardashir Zahed ◽  
Farzad Sattari Ardabili
Keyword(s):  
Job Satisfaction ◽  
Quantitative Data ◽  
Structural Equation ◽  
Applied Research ◽  
Organizational Trust ◽  
Strong Support ◽  
Public Organizations ◽  
Equation Modeling ◽  
Proposed Model ◽  
The Relationship

The present study intended to investigate the effect of managers’ similar-to-me bias on the job satisfaction and organizational trust between public organizations staff. The current study is a descriptive-correlational applied research with quantitative data collection (questionnaire). The results of structural equation modeling analyses conducted for 80 employees of Public organizations in Ardabil, Iran, offered strong support for the proposed model. The results indicated that there was a statistically significant relationship between similar-to-me effect and job satisfaction; furthermore, organizational trust mediated the relationship between similar-to-me effect and job satisfaction. It is worth noting that there was a positive relationship between organizational trust and job satisfaction.

Workplace Perceptions and Workplace Incivility in Egypt

2017 ◽  
pp. 755-775 ◽  
Author(s):  
Mamdouh Zaky Ewis
Keyword(s):  
Organizational Support ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interactional Justice ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Contract Breach ◽  
Organizational Cynicism ◽  
Administrative Employees ◽  
The Relationship

Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.

scholarly journals PELANGGARAN DAN PENCABULAN KONTRAK PSIKOLOGI SERTA KESANNYA TERHADAP TINGKAH LAKU DEVIAN DI TEMPAT KERJA (Breach and Violation of Psychological Contract and its Effect on Workplace Deviance)

2020 ◽  
Vol 27 ◽  
Author(s):  
Rasidah Arshad ◽  
Ema Nurmaya
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Structural Equation ◽  
Past Research ◽  
Measurement Model ◽  
Workplace Deviance ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Psychological Contract Violation ◽  
Contract Violation

Tingkah laku devian di tempat kerja didapati memberi kesan negatif bukan sahaja kepada pekerja tetapi juga kepada organisasi secara keseluruhan. Dapatan kajian lepas menunjukkan anteseden atau punca yang mempengaruhi tingkah laku devian di tempat kerja terdiri daripada faktor individu iaitu faktor diri pekerja, dan faktor situasi yang berkaitan dengan organisasi. Kajian ini dijalankan untuk mengkaji hubungan antara pelanggaran dengan pencabulan kontrak psikologi (sebagai faktor peramal) dengan tingkah laku devian di tempat kerja. Secara khususnya, kajian ini menghipotesiskan wujudnya hubungan langsung antara pelanggaran kontrak psikologi dengan tingkah laku devian serta hubungan tidak langsung menerusi pencabulan kontrak psikologi. Kesahan model pengukuran dan hipotesis diuji menggunakan teknik statistik Model Persamaan Berstruktur (SEM) dengan menggunakan data yang dikumpulkan daripada 477 orang jururawat di Indonesia. Selaras dengan kerangka kerja Morrison dan Robinson (1997), dapatan kajian ini menunjukkan wujudnya hubungan tidak langsung yang signifikan antara pelanggaran kontrak psikologi dengan tingkah laku devian menerusi pencabulan kontrak psikologi sebagai pemboleh ubah pengantara. Secara teorinya, kajian ini dapat menyumbang kepada literatur menerusi penggunaan teori kontrak psikologi dalam menerangkan tingkah laku devian di tempat kerja. Abstract Workplace deviance behaviour was found to not only harm employees but also the organisation as a whole. Findings from past research have shown that individual and situational or organisational factors act as antecedents of deviant behaviour. The purpose of this paper is to examine the relationship between psychological contract breach, violation and workplace deviance. Specifically, this study hypothesised both direct relationship between psychological contract breach and workplace deviance, and indirect relationship between the two variables via psychological contract violation. To test the validity of the measurement model and to test the hypotheses, Structural Equation Modelling (SEM) statistical technique was employed to analyse the survey data collected from 477 nurses in Indonesia. Consistent with Morrison and Robinson’s (1997) framework, the results showed that psychological contract violation mediates the relation between psychological contract breach and workplace deviance. Theoretically, this study contributes to the existing literature by expanding the utility of psychological contract theory in explaining workplace deviant behaviours. Keywords: Psychological contract, breach, violation, workplace deviance, social exchange theory.  

scholarly journals Psychological contract violation and turnover intention

2020 ◽  
Vol 10 (2) ◽  
pp. 160-169
Author(s):  
Havana Sevcan Kurt
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Intention To Leave ◽  
Call Centre ◽  
Contract Breach ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
The Social ◽  
Contract Violation

The purpose of this research was to examine the role of loyalty where employees perceive the effect on their psychological contract breach of the bank’s intention to leave the call centre operating in Turkey. For this purpose, the literature was examined and a research questionnaire was prepared based on the psychological contract violation (PC), intention to quit and perception of loyalty. This survey was used to collect data of 634 banking call centres operating in Turkey using the sampling method. Statistical Package for the Social Sciences 25 and LISREL 8.7 statistical package programmes were applied in the analysis of the research data. Structural equation modelling was used to test the research hypothesis. In the relationship between (PC) and turnover intention, employee-perceived loyalty has a partial mediating role. This result is considered important for bank managers and human resources specialists who want to improve their success and the quality of the service they offer to their customers. In this study, only the perceptions of the employee were examined. It is also recommended to examine the perceptions of managers working in different sectors.   Keywords: Loyalty, psychological contract violation, turnover intention.

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