scholarly journals Psychological Contract Breach and Work Performance in the Public Sector in Ghana

2020 ◽  
Vol 2 (2) ◽  
pp. 38-43
Author(s):  
Christine Ampofo-Ansah ◽  
Joseph Ampofo Ansah
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Work Performance ◽  
Job Security ◽  
Psychological Contract Breach ◽  
Exchange Relationship ◽  
Contract Breach ◽  
Social Exchanges ◽  
The Impact

Work in organizations entails an exchange relationship between employees and organization. Apart from the written employment contract, there still exists a set of mutual expectations from the two parties (employer and employee) which remain unwritten and unvoiced and yet drives the behavior of both workers and organizations alike, and this is what is referred to as the psychological contract. Psychological contract refers to the employees’ subjective interpretations and evaluations of their deal with the organization. The aim of this study is to explore the impact of breaches or violations in the psychological contract on the performance of employees. It aims to present two concurrent hypotheses, based on theoretical interaction effects of social exchanges (conceptualized as social exchange relationships, fairness, and job security).Data were collected from a sample of 150 employees from both Public and Private Banks in Ghana. Regression analysis was used to explore the moderating effects of social exchanges on the relationships between psychological contract breach and work performance (operationalized as in- role behaviors and organizational citizenship behaviors).It was found that the negative relationship between psychological contract breach and work performance was moderated by social exchanges, such that the relationship was stronger for employees with high social exchange relationship, perceived organizational support, and job security which means that psychological contract breach will negatively affect employees with higher expectations in social exchanges. Keywords: Breach of contract; Social interaction; Psychological contracts; Job satisfaction

Once bitten, twice shy? Past breach and present exchange relationships

2014 ◽  
Vol 29 (8) ◽  
pp. 938-952 ◽  
Author(s):  
Robert Buch ◽  
Bård Kuvaas ◽  
Lynn Shore ◽  
Anders Dysvik
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Economic Exchange ◽  
Exchange Relationship ◽  
Exchange Relationships ◽  
Contract Breach ◽  
Content Type

Purpose – The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to uncover moderating influences of perceived organizational support (POS). Design/methodology/approach – Data were obtained from a cross-lagged sample of 314 employees in Norway. Hierarchical moderated regression analysis was used to test the hypotheses. Findings – The authors found a positive relationship between previous employer's psychological contract breach and economic exchange with the current employer, and a negative relationship between previous employer's psychological breach and social exchange with the current employer. The authors also found that POS from the current employer attenuates the positive association between previous employer's breach and economic exchange with the current employer. Research limitations/implications – The data were cross-lagged, so causal inferences should be made with caution. Practical implications – Managers should be aware that past employment experiences may relate to present employment exchange relationships. In addition, POS from current employer may serve to counterbalance the “carry over” effects of past employment experiences. Social implications – In light of the present global economic climate, increasing POS among employees could decrease the likelihood that they assume that the employment relationship constitutes an economic exchange relationship. Originality/value – This study contributes to a more complete understanding of factors that shape employees’ relationships with their organization. Furthermore, this study suggests a way by which organizations can repair damages incurred by previous employer's psychological contract breach.

The ebb and flow of psychological contract breach in relation to perceived organizational support: Reciprocal relationships over time

2020 ◽  
pp. 0143831X1989741 ◽  
Author(s):  
Yannick Griep ◽  
Sarah Bankins
Keyword(s):  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Conservation Of Resources ◽  
Resource Loss ◽  
Exchange Relationship ◽  
Contract Breach ◽  
Time Lagged

Perceived organizational support (POS) is commonly treated as a consequence of perceived psychological contract breach (PCB). However, because both concepts assume a mutual exchange relationship in which each party makes assessments of, and then decides how to reciprocate, the other party’s contributions, this article propounds that the PCB–POS relationship is recursive. By drawing on Conservation of Resources (COR) Theory, the authors argue that following an initial PCB, low levels of POS may then increase the likelihood of perceiving further PCBs through reduced management trust, thus generating a resource loss spiral. By estimating a two-level time-lagged mediation model on weekly data from 338 Canadian employees (1215 observations), the findings support the reciprocal PCB–POS relationship, and show that POS and PCB form a vicious cycle of resource loss. The authors suggest avenues for future research and practical implications relating to the role of time and resources in preventing further exchange deterioration.

Nurses’ reciprocation of perceived organizational support: the moderating role of psychological contract breach

2017 ◽  
Vol 10 (2) ◽  
pp. 123-131 ◽  
Author(s):  
Talat Islam ◽  
Mubbsher Munawar Khan ◽  
Fauzia Naheed Khawaja ◽  
Zulfqar Ahmad
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Healthcare Sector ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Content Type

Purpose The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB). Design/methodology/approach This study used a questionnaire-based survey to collect data from 389 nurses. Findings The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach. Research limitations/implications The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed. Originality/value This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

scholarly journals Job Security and Organizational Citizenship Behaviors in Chinese Hybrid Employment Context: Organizational Identification Versus Psychological Contract Breach Perspective Differences Across Employment Status

2021 ◽  
Vol 12 ◽  
Author(s):  
Wenzhu Lu ◽  
Xiaolang Liu ◽  
Shanshi Liu ◽  
Chuanyan Qin
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Employment Status ◽  
Organizational Citizenship Behaviors ◽  
Job Security ◽  
Psychological Contract Breach ◽  
Citizenship Behaviors ◽  
Contract Breach

The goal of the present research was to identify the mechanism through which job security exerts its different effects on organizational citizenship behaviors (OCB) among contract and permanent employees from social identity and social exchange perspectives. Our research suggests two distinct, yet related explanatory mechanisms: organizational identification and psychological contract breach, to extend the job security literature by examining whether psychological contract breach and organization identity complement each other and explaining the mechanism of different behaviors response to job security across employment status. Data were collected from 211 Chinese employees and 61 supervisory ratings of OCBs. Our results showed that relative to psychological contract breach, organizational identification plays a stronger mediating role in the association between job security and OCBs. Evidence from multi-group analyses also suggested employment status moderated the mediation mechanism of organizational identification between job security and OCB. Implications for job security and hybrid employment management are discussed.

scholarly journals The impact of economic factors on the relationships between psychological contract breach and work outcomes: a meta-analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Thushel Jayaweera ◽  
Matthijs Bal ◽  
Katharina Chudzikowski ◽  
Simon de Jong
Keyword(s):  
Job Performance ◽  
Unemployment Rate ◽  
Psychological Contract ◽  
Inflation Rate ◽  
Meta Analysis ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Content Type ◽  
Outcome Relationship ◽  
The Impact

PurposeThe purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.Design/methodology/approachThis study conducted a meta-analysis based on data from 134 studies.FindingsThe study revealed that the inflation rate and the unemployment rate of a country moderated the association among employee PCB, job performance and turnover.Research limitations/implicationsThe availability of more detailed macroeconomic data against the PCB and outcome relationship for other countries and studies examining the impact of micro-economic data for PCB and outcome relationship would provide a better understanding of the context.Practical implicationsThe authors believe that the results highlight the importance of the national economy since it impacts individual outcomes following a breach.Social implicationsEmployment policies to capture the impact of macroeconomic circumstances as discussed.Originality/valueOne of the valuable contributions made by this paper is that the authors capture the current accumulative knowledge regarding the breach and performance and breach and turnover relationship. Second, the study examines how the inflation rate and unemployment rate could moderate the association between PCB and job performance and turnover.

Breach or bridge your career? Understanding the relationship between career plateau and internal employability

2018 ◽  
Vol 47 (5) ◽  
pp. 986-1002 ◽  
Author(s):  
Yi-chun Lin ◽  
Angela Shin-yih Chen ◽  
Yu-ting Lai
Keyword(s):  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Hierarchical Regression ◽  
Contract Breach ◽  
Content Type ◽  
Career Plateau ◽  
Job Content ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability. Design/methodology/approach Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach. Practical implications These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them. Originality/value Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.

Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

2021 ◽  
Vol 6 (1) ◽  
pp. 373-390
Author(s):  
Athar Marwat ◽  
Dr. Adil Adnan
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediation Effects ◽  
Individual Level ◽  
Indirect Relationship

This study investigates the relationship between individual psychological contract breach on organizational citizenship behavior at individual level and to test the mediation effects of trust in supervisor. The study was carried out in software industry of KPK, Pakistan. Data was gathered from 337 operational level executive (i.e. executive, assistant manager, manager) through randomly selected sampling method. Numerous statistical techniques (correlation, regression) had been used to deduct the results. Results indicate that individual psychological contract breach significantly predicts organizational citizenship behavior at individual level and with trust in supervisor and fully mediates the indirect relationship between individual psychological contract breach and organizational citizenship behavior at individual level. This research also provides the empirical evidence regarding significance of individual psychological contract grounded on social exchange and affective events theory in the context of KPK, Pakistan. Lastly, contribution of study, limitations and future directions are also discussed.

Abusive supervisors and employees who cyberloaf

2020 ◽  
Vol 30 (3) ◽  
pp. 789-809 ◽  
Author(s):  
Upasnaa A. Agarwal ◽  
James B. Avey
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Psychological Contract Breach ◽  
Full Time ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Impact

PurposeThe purpose of this study is to examine the effects of abusive supervision on cyberloafing behavior, to test the mediating role of PsyCap in this relationship and the extent to which these relationships are moderated by psychological contract breach.Design/methodology/approachA total of 394 full-time managers across different Indian organizations served as the sample for this study.FindingsThe results revealed that the abusive supervision and PsyCap are significantly correlated with cyberloafing, the relationship between abusive supervision and cyberloafing is partially mediated by PsyCap and the impact of abusive supervision and PsyCap on cyberloafing is moderated by psychological contract breach such that the effects of abusive supervision and PsyCap on cyberloafing are stronger when employees perceive high psychological contract breach.Research limitations/implicationsA cross-sectional design and use of self-reported questionnaires are a few limitations of this study.Originality/valueThis is one of the first studies examining cyberloafing in response to abusive supervision and one of the few attempts to examine the effects of abusive supervision on individual resources (PsyCap) in response to workplace mistreatment. This study is also the first to examine these phenomena in the Indian context.

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