scholarly journals HOW DETRIMENTAL IS PSYCHOLOGICAL CONTRACT BREACH TO AIRLINES?

2020 ◽  
Vol 4 (1) ◽  
pp. 50-64
Author(s):  
Mohd Ariffin SitiZubaidah ◽  
Siew Imm Ng ◽  
Jo Ann Ho ◽  
Murali Sambasivan ◽  
Xin-Jean Lim
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Counterproductive Work Behavior ◽  
Equation Model ◽  
Work Behavior ◽  
Flight Attendants ◽  
Psychological Contract Breach ◽  
Organizational Changes ◽  
Contract Breach ◽  
Hirschman's Model

This study aims at understanding airline industry’s organizational changes conceptualized as psychological contract breach (PCB) among flight attendants, leading to dissatisfaction reflected in this study as counterproductive work behavior (CWB). PCB refers to organization’s inability in fulfilling obligations contained within the psychological contract, while CWB is defined as conducts that are harmful to organization. With 410 respondents, using Structural Equation Model (SEM), the results had shown that CWB increases as the PCB is heightened. This study adds value to the literature in three ways: PCB being tested among flight attendants; CWB being conceptualized using Hirschman’s Model of EVLN with an extension of acquiescent silence; and the application of Affective Events Theory (AET) in supporting the linkage between PCB and CWB in airline context.

Impact of Narcissistic Leadership on Employees Counterproductive Work Behavior under Mediating Role of Psychological Contract Breach and Moderating Role of Psychological Capital

2020 ◽  
Vol 9 (4) ◽  
pp. 369-380
Author(s):  
ABDUL QAYYUM ◽  
SANA UR REHMAN ◽  
MUHAMMAD SARMAD
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Banking Sector ◽  
Psychological Capital ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role

This study investigates the effect of narcissistic leadership on employees’ counterproductive work behavior under the lens of social exchange theory. The mediating role of psychological contract breach and moderating effect of psychological capital is also analyzed in said causal relationship. Using convenience sampling technique, data was collected from 302 middle tier employees working across banking sector of Pakistan. Data was analyzed through statistical techniques in SPSS. The results disclosed that narcissistic leader (NL) behavior significantly affects psychological contract breach (PCB) and counterproductive work behavior (CWB) of employees. PCB positively effects CWB and partially mediates between NL and CWB. Contrary to expectation the moderation role of psychological capital (PsyCap) between NL and CWB is not established. Thus, implications are provided for targeted sector and discussion is elaborated for similar sectors as well. Keywords: Narcissistic Leadership (NL), Psychological Capital (PsyCap), Psychological Contract Breach (PCB), Counterproductive work Behavior (CWB).

The relationship between psychological contract breach and counterproductive work behavior in social enterprises: Do paid employees and volunteers differ?

2018 ◽  
Vol 41 (3) ◽  
pp. 727-745 ◽  
Author(s):  
Yannick Griep ◽  
Tim Vantilborgh ◽  
Samantha K Jones
Keyword(s):  
Psychological Contract ◽  
Counterproductive Work Behavior ◽  
Social Enterprises ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Targeted Interventions ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Scholars agree that counterproductive work behavior (CWB) is instigated by psychological contract breach and feelings of violation. This article focuses on the mediating role of feelings of violation (a mixture of negative emotions) in the relationship between psychological contract breach and CWB, and assesses whether volunteers and paid employees experience a similar chain of events. The study uses Mplus 7 to estimate a moderated mediation model with bootstrapping. The results indicate that both paid employees and volunteers (1) experience feelings of violation when perceiving psychological contract breach, and (2) engage in CWB targeted to the organization (CWB-O) when experiencing feelings of violation. However, these relationships were not significantly different when comparing paid employees and volunteers. It is hence concluded that a similar chain of cognitions and emotions explains why volunteers and paid employees engage in CWB-O. In unraveling this sequence, possibilities for targeted interventions are suggested.

Employees’ responses to psychological contract breach: The mediating role of organizational cynicism

2020 ◽  
pp. 0143831X2095847
Author(s):  
Muhammad Waseem Bari ◽  
Qurrah-tul-ain ◽  
Muhammad Abrar ◽  
Meng Fanchen
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Time Lag ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Organizational Cynicism

This study evaluates employees’ responses (turnover intention and counterproductive work behavior) to different forms of psychological contract breach (relational and transactional), and the mediating role of organizational cynicism between employees’ responses and psychological contract breach. This study used a time lag technique for data collection from 411 bank employees in Pakistan. PLS-SEM and SmartPls software were applied for data analyses. The findings show that relational psychological contract breach has no significant impact on turnover intention but transactional psychological contract breach has a significant impact on turnover intention. However, counterproductive work behavior has a significant association with both forms of psychological contract breach (relational and transactional). Organizational cynicism significantly mediates the relation of relational psychological contract breach and turnover intention, but fails to mediate the relation between transactional psychological contract breach and turnover intention. Contrary to this, organizational cynicism partially mediates the relation between psychological contract breach (relational and transactional) and counterproductive work behavior. The implications and future directions are discussed in the last section of this study.

scholarly journals The Role of Dark Personalities and the Setting in Explaining Counterproductive Work Behavior among Nurses in China

2021 ◽  
Vol 13 (3) ◽  
pp. 23
Author(s):  
Aaron Cohen ◽  
Ying Liu
Keyword(s):  
Psychological Contract ◽  
Counterproductive Work Behavior ◽  
Dark Triad ◽  
Work Behavior ◽  
Contract Breach ◽  
Situational Variables ◽  
Main Effect ◽  
Relationship Of ◽  
Main Effects ◽  
Beijing China

The goal of this study was to examine the relationship between dark triad personality (DTP) and counterproductive work behavior (CWB). In addition, the study also examined the main effects and the moderated relationship of four situational variables: organizational justice, organizational transparency, psychological contract breach, and perceived accountability. Data were collected at two hospitals in Beijing, China, and included 259 randomly selected nurses. The main effect results showed that nurses with higher levels of Machiavellianism demonstrated higher levels of organizational and interpersonal CWB. Furthermore, higher levels of psychopathy were related to higher levels of interpersonal CWB, but not organizational CWB. There was no relationship between narcissism and CWB. The main effect findings did not reveal any significant relationship between the four situational variables and CWB. However, the interaction analyses revealed five significant interactions that point to transparency as an important moderator. The paper concludes with conceptual as well as practical implications for the nursing profession. 

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 Impact of destructive leadership styles on the psychological contract breach with the moderating effect of proactive personality

2021 ◽  
Vol 8 (1) ◽  
pp. 68-89
Author(s):  
Muhammad Bilal Kayani ◽  
Imran Ibrahim Alasan
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Positive Impact ◽  
Proactive Personality ◽  
Psychological Contract Breach ◽  
Destructive Leadership ◽  
Toxic Leadership ◽  
Cross Sectional ◽  
Contract Breach ◽  
The Impact

This research has an aim to investigate the impact of toxic and exploitative leadership and subordinate psychological contract breach, the moderation role of proactive personality within the proposed framework between the toxic leadership with psychological contract breach and exploitative leadership with psychological contract breach. Data was gathered utilizing a cross-sectional research technique. The sample of the study constituted 386 frontline nurses from public sector hospitals of Pakistan. Structural equation modelling was utilized for analyzing the collected data. Toxic and exploitative leadership had a significant positive impact on psychological contract breach. However, moderation of proactive personality was found to be insignificant between both relations.

scholarly journals Psychological Contract Breach, Behavioural Work Outcomes, Organisational Identification, and Islamic Work Ethics: A Moderated Mediation Study

2021 ◽  
Author(s):  
Monir Hamatto EL-Ghorra ◽  
Siti Aisyah Binti Panatik
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Gaza Strip ◽  
Self Report ◽  
Work Outcomes ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Work Ethics ◽  
Equation Modelling ◽  
Counterproductive Work Behaviour

We investigated how organisational identification (OID) mediates the influences of psychological contract breach (PCB) on two work outcomes [organisational citizenship behaviour (OCB) and counterproductive work behaviour (CWB)], and how Islamic work ethics (IWE) moderated the PCB–OID relationship. We collected data from 256 Palestinian managers in Gaza Strip ministries using a self-report questionnaire; we employed Structural Equation Modelling in analysing the data using Smart PLS. Our findings reveal that OID mediates between PCB and the two work outcomes. Further, we show that IWE has no moderating influence on the PCB–OID relationship. Finally, the influence of PCB on the two work outcomes is insignificant.

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