The Effects of Psychological Contract Breach on Job Outcomes PDF Download
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Author: Nichole S. Ballou
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 49
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Book Description
The present study examined the effects of psychological contract breach on attitudinal and behavioral job outcomes including job satisfaction, intention to remain with one's organization, perceived organizational support, and organizational citizenship behaviors. Additionally, the present study also examined whether the effect of the psychological contract breach on these job outcomes varied based on the type of psychological contract an employee had (i.e., transactional or relational). A total of 89 part- and full-time employees participated in this study. Results showed that the breach of one's psychological contract had a significant effect on one's job satisfaction, intention to remain, and perceived organizational support. Additionally, there was a significant interaction between psychological contract breach and psychological contract type such that when employees experienced a breach of their psychological contract, the effect of the psychological contract breach on perceived organizational support and organizational citizenship behaviors varied depending on psychological contract type.
Author: Nichole S. Ballou
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 49
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Book Description
The present study examined the effects of psychological contract breach on attitudinal and behavioral job outcomes including job satisfaction, intention to remain with one's organization, perceived organizational support, and organizational citizenship behaviors. Additionally, the present study also examined whether the effect of the psychological contract breach on these job outcomes varied based on the type of psychological contract an employee had (i.e., transactional or relational). A total of 89 part- and full-time employees participated in this study. Results showed that the breach of one's psychological contract had a significant effect on one's job satisfaction, intention to remain, and perceived organizational support. Additionally, there was a significant interaction between psychological contract breach and psychological contract type such that when employees experienced a breach of their psychological contract, the effect of the psychological contract breach on perceived organizational support and organizational citizenship behaviors varied depending on psychological contract type.
Author: Jacqueline A-M. Coyle-Shapiro
Publisher: Oxford University Press on Demand
ISBN: 9780199286836
Category : Business & Economics
Languages : en
Pages : 377
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Book Description
During the last fifteen years, researchers have shown increasing interest in the exchange relationship between the employee and employer. Until now, the literatures examining the employment relationships have tended to operate either from the employer or the employee perspectives and have typically approached the topic from a single discipline be it psychology, sociology, human resource management, organizational behavior, industrial relations, law or economics. Failure to consider multiple perspectives has created a fragmented understanding of the employment relationship. This volume incorporates social exchange, economics, industrial relations, legal, and justice theory perspectives. In addition, chapters have been written by authors that reflect the full international body of research on the employment relationship and provide information about legislation, governance, and cultural differences across nations. The conceptual and empirical foundations for understanding theemployment relationship from these different theoretical perspectives facilitates the establishment of the convergent and discriminant validity of the psychological contract and the investments-contributions models of the employment relationship in relation to related exchange constructs such as perceived organizational support and leader-member exchange. The interdisciplinary and international nature of the employment relationship literature reviewed and integrated in this volume provides arichness that is rarely available in studies of the workplace, and many new and provocative ideas are presented in this volume. Bringing these perspectives together provides greater comprehensiveness, clarity, synthesis and understanding of the employment relationship. This volume is designed to promote the thinking of scholars in the employment relationship area. It will also have relevance to practitioners primarily through the implications of this multi-disciplinary perspective. The volume offers implications of a holistic, multi-disciplinary, international, conceptualization of the employment relationship for theory development, empirical research and measurement, and policy.
Author: Neil Conway
Publisher: Oxford University Press, USA
ISBN: 0199280649
Category : Business & Economics
Languages : en
Pages : 241
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Book Description
How can we understand the relationship between employer and employee? What determines the give and take of such relationships and what happens when they go wrong? This text is a comprehensive overview of what is now the major way of trying to understand the employment relationship - the concept of the psychological contract.
Author: Darrell Scott Kelly
Publisher:
ISBN:
Category : Contract system (Labor)
Languages : en
Pages : 87
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Book Description
My study examined the effect of psychological contract breach by a supervisor on employee job outcomes (OCBs, CWBs, and job satisfaction). Also, I tested the moderating effects of the quality of a relationship between an employee and his or her supervisor, and an employee and his or her organization, on the psychological contract breach - job outcomes relationship. I found minimal support that employees distinguish between their supervisors and their organizations when assessing psychological contract breach. Also, I found no support that relationship quality had any moderating effects. However, I did find that LMX-I and LMX-O might measure the same constructs as PSS and POS; that OCBs are more highly correlated to job satisfaction than to CWBs, and that organizational embodiment has a positive effect on job outcomes.
Author: Pieter Matthijs Bal
Publisher: Rozenberg Publishers
ISBN: 9051705611
Category :
Languages : en
Pages : 212
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Book Description
Author: Denise M. Rousseau
Publisher: SAGE
ISBN: 9780761916819
Category : Business & Economics
Languages : en
Pages : 338
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Book Description
Contains 15 essays which discuss from diverse national perspectives obligations workers owe their employers and those owed by employers to their employees.
Author: Yannick Griep
Publisher: Edward Elgar Publishing
ISBN: 1788115686
Category : Business & Economics
Languages : en
Pages : 448
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Book Description
The psychological contract is considered a critical construct in organizational behavior literature because it informs employee emotions, attitudes, and behaviors in the workplace. Although the psychological contract has been explored extensively over the last 50 years, numerous theoretical, conceptual, empirical, methodological, and analytical changes have pushed the field forward. As such, it is time to take stock and move forward. The contributors to this Handbook explore in detail this important component of modern management thinking.
Author: Anusha Thushel Jayaweera
Publisher:
ISBN:
Category :
Languages : en
Pages :
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Book Description
Author: John P. Wanous
Publisher: Addison Wesley Publishing Company
ISBN:
Category : Business & Economics
Languages : en
Pages : 244
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Book Description
Author: Neil Conway
Publisher: OUP Oxford
ISBN: 0191515639
Category : Business & Economics
Languages : en
Pages : 244
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Book Description
How can we understand the relationship between employer and employee? What determines the give and take of such relationships and what happens when they go wrong? This book is the first to provide a comprehensive and critical overview of what is now the major way of trying to understand the employment relationship - the concept of the psychological contract. Written contracts often specify very little in terms of the important details about what we are prepared to do for our employer and what we want back in return. The psychological contract considers these implicit or unwritten aspects of the employment relationship. What do employees really expect from work? What happens when the contract, or 'the deal', with their employer is broken? How well does the psychological contract help us understand what happens at work between an employee and their employer? Is the idea of practical value in managing employees? How can our understanding of this important concept be developed in the future? Starting with a history of the concept, from its emergence in the 1960s through to it finding wider acceptance in the 1990s, the authors trace the conflicting and changing definitions of the psychological contract. The shifting meaning of the concept allows possible methodological and conceptual weaknesses of the psychological contract to be explored, such as the conceptual emphasis on process within the employment relationship, which has so far been neglected by researchers. The authors start to address this issue by considering whether employees and employers can use what is known about the psychological contract to better manage the employment relationship. Written to provide a comprehensive yet critical introduction to the topic, Understanding Psychological Contracts at Work will be key reading for advanced students, lecturers, and researchers in Organizational Psychology, Organization Studies, Management Studies, Human Resource Management, Occupational Psychology; and professionals and practitioners in Occupational Psychology, Management Consultancy, Human Resource Management, Careers and Career Management, Career Counselling, Workplace Training.
