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.

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.

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.

scholarly journals The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

2018 ◽  
Vol 14 (5) ◽  
pp. 60
Author(s):  
Amphaphorn Leelamanothum ◽  
Khahan Na-Nan ◽  
Sungworn Ngudgratoke
Keyword(s):  
Organizational Citizenship ◽  
Generation X ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
University Of Technology ◽  
Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization. 

scholarly journals Enhancing the Organizational Citizenship Behavior: Comparative Research and Ex-Post-Facto Method on Generation X and Generation Y

2021 ◽  
pp. 22-30
Author(s):  
Indra Wahyu ◽  
Anoesyirwan Moeins ◽  
Widodo Sunaryo
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Generation X ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Ex Post ◽  
Ex Post Facto ◽  
Positive Effect

The purpose of this study is to find an effort to increase organizational citizenship behavior of Generation X and Generation Y employees through the identification of the influence of servant leadership and work motivation. This research was conducted on Generation X employees are Governmental Officers aged 44 -55 years and Generation Y employees are Governmental Officers aged 23 -43 years at Bogor Regency. The research sample was 180 persons of Generation X and 86 persons of Generation Y from 3 agencies and 11 offices at Bogor Regency. This research uses a comparative approach and ex-post-facto and is completed by a qualitative approach through the Delphi technique. The findings revealed that variable and each dimension of OCB Generation Y is higher than OCB than Generation X, servant leadership has a significant and positive effect on OCB Generation X and Generation Y, work motivation has a significant and positive effect on OCB Generation X and Generation Y, servant leadership and work motivation has a significant and positive effect on OCB Generation X and Generation Y, contribution servant leadership and work motivation of Generation Y is higher than Generation X. The results of quantitative and qualitative research conclude that the improvement of the organizational citizenship behavior (OCB) of Generation X and Generation Y employee scan be done through strengthening servant leadership and work motivation. Keywords:Generation X, generation Y, organizational citizenship behavior (OCB), servant leadership, work motivation.

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