THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS

2007/09/01 by Hao Zhao, HAO ZHAO, SANDY J. WAYNE +5 · 12 citations
Business, Management and Accounting · Social Sciences · #Job Satisfaction and Organizational Behavior #Emotional Labor in Professions #Workplace Violence and Bullying

paper · doi:10.1111/j.1744-6570.2007.00087.x

Abstract

A meta‐analysis was conducted to examine the influence of psychological contract breach on 8 work‐related outcomes. Breach was related to all outcomes except actual turnover. Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover intentions), and individual effectiveness (actual turnover, organizational citizenship behavior, and in‐role performance). Structural equation modeling was used to test the model. The results indicated that affect mediates the effect of breach on attitude and individual effectiveness. Two moderators were also examined including the type of breach measure (global vs. composite) and the content of the psychological contract breach (transactional vs. relational). Theoretical and practical implications of the results are discussed.

Citations

• AFFECT- AND COGNITION-BASED TRUST AS FOUNDATIONS FOR INTERPERSONAL COOPERATION IN ORGANIZATIONS.

Cited by

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• Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach
• Strengthening the employment relationship: The effects of work-hours fit on key employee attitudes
• A dynamic phase model of psychological contract processes
• The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior
• RETRACTED: The ripple effect of abusive supervision: A longitudinal examination of psychological contract breach, turnover intentions, and resilience among third parties
• The negative relationships between employee resilience and ambiguity, complexity, and inter‐agency collaboration
• The role of justice perceptions in determining counterproductive work behaviors
• An employee–employer relationship gone bad? Examining the double‐edged effect of psychological contract violation on employees' helping behaviors
• Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives
• Human resource management and employee well‐being: towards a new analytic framework

Related

• An employee–employer relationship gone bad? Examining the double‐edged effect of psychological contract violation on employees' helping behaviors
• The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior
• Bridging the Breach: Using Positive Affectivity to Overcome Knowledge Hiding after Contract Breaches
• Does psychological contract fulfilment determine employees' work engagement? Empirical evidence from government sector employees
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