Psychological contract breach and withdrawal behavior: Mediating role of psychological ownership of job and organization in Nepal (original) (raw)
Related papers
2018
This study mainly focuses on the impact of psychological contract breach on job outcomes including job satisfaction, intention to remain with one’s organization, perceived organizational support, and organizational citizenship behaviors of the employees working in the Indian private sector companies of Lucknow region. The motivational thought behind the study is to gain knowledge about the topic and understand the concept of psychological contract from employees perspective in order to reduce the phenomena of frequent employee switch over in private sector companies of North India (specifically in lucknow region). The total of 58 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. If the factors responsible for the breach of psychological contract is dealt in a meaningful manner than it leads higher job satisfaction within th...
International Journal of Academic Research in Business and Social Sciences, 2020
This paper investigated the relationship between psychological contract breach (PCB) and job satisfaction (JS) having perceived organisational support (POS) as a moderator. This study employed social exchange theory and organisational support theory to examine PCB, JS and POS relationship. Date collection was made with the help of a self-administered questionnaire from five public sector universities across Pakistan. A sample of 1230 was used for this research study. About 739 valid respondents participated in this research. Structural equation modelling and IBM AMOS was used to carry out analysis. Results showed that PCB led to job dissatisfaction; however, POS did not moderate this relationship. Limitation of this research was its being cross-sectional. A longitudinal study is proposed. Researchers, practitioners are urged to understand PCB, JS and POS relationship in order to have a good employee-employer relationship much needed for the high performance work systems (HPWS).
IOSR Journal of Business and Management, 2014
Purpose The paper is proposed in order to examine the relationship between psychological contract breach and fulfillment on employees' intention to quit. It seeks to present two simultaneous hypotheses, based on theoretical relations effects of all the three variables (psychological contract breach, fulfillment and intention to quit). Design-The data was collected from a sample of 300 employees in telecom sector of Rawalpindi/Islamabad, Pakistan. Correlation/Regression analysis was used to explore the relationships between psychological contract breach, fulfillment and employees' intention to quit. Findings-A positive relationship was found between psychological contract breach and intention to quit behavior of employees and a negative relationship between psychological contract fulfillment and intention to leave. Research limitations/implications-Future research can however focus on the conditions under which psychological contract both breach and fulfillment will have an impact on employee's intention to leave the organization.
International Journal of Academic Research in Accounting, Finance and Management Sciences, 2020
Psychological contract breach (PCB), which is an unwritten expectations-based contract between an employee and an employer, leads to negative attitudes and behaviours. PCB may be avoided by a number of ways. This paper argues that perceived organisational support (POS) may be used to mitigate the negative effects of PCB towards turnover intention (TI), job dissatisfaction (JS) and counterproductive work behaviours (CWB). This study proposes that PCB may be investigated using different samples so that results may be compared within and outside Pakistan. This paper is also presented as a proposed conceptual framework for future research based on theoretical triangulation from previous seminal studies in the international, the Asian and the Pakistani context.
Psychological contract breach and outcomes: Combining meta-analysis and structural equation models
Psicothema, 2008
In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r=-.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r=.31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r=-.24) than for behavioural outcomes (r=-.11). Potential moderator variables were examined, and it was fou...
A Study Of Psychological Contract Violation, Organizational Trust, Intention To Leave Work
2017
The everyday situations of business life and the experiences of the employees reflect in their attitudes and behaviours and create a base for the new studies. In particular, the psychological effects of the situations that emerge after the employees had signed the contract and started to work for a firm can cause them to lose their trust in the organisation and lead them to search for new job opportunities. Furthermore, the psychological effects can also negatively affect the operation of the organisations. Because, one of the main objectives of businesses is to achieve sustainability and it depends on the performances of the employees, as well as the profit to be used in productive investments. At the same time, if the qualified and specialized staff, who have been working for the organisation for many years, experience psychological violations and leave the organisation, this can cause significant loss of power and also loss of the investment in the development of the employees. In the increasingly competitive environment, the businesses should keep the employee turnover at minimum level and attract the talented employees in order to reach their long-term objectives. In the study, a survey was conducted on the white collar employees using 5-point Likert scale and the hypotheses were developed about the effects of psychological contract violations on the organizational trust and intention to leave and the data were analysed using SPSS 23 statistical program.
Perceptions and Impact of Psychological Contract Breach among Bank Employees in Bangladesh
2011
There is a dearth of research on psychological contract breach in non-western contexts. The aim of the present study is to understand the perceptions and impact of psychological contract breach among bank employees in Bangladesh, a developing country in South Asia. Semi-structured interviews were conducted with 57 bank employees in Dhaka city, Bangladesh. Thematic analysis of the interviews revealed the types of breach, employee feelings and behavioural consequences as a result of a psychological contract breach. The present research expands the psychological contract literature by conducting the study in a non western context and identifying employee responses after psychological contract breach occurs. The findings of this study will help HR Departments manage human resources more effectively.
Psychological Contract Breach and Organizational Outcomes: Moderating Effect of Tenure
Asian Review of Social Sciences, 2019
Conventional wisdom tells us that only if the employees are paid enough, they can be made happy consequently productive. However, studies have suggested that the nature of the relations between employer and employee have a vital role to play in employee’s job satisfaction, Likewise, employee’s intention to leave the organization is influenced by both money related factors and relational elements. Studies suggest that the nature of the employer-employee relationship significantly affects the employee perceptions and reactions. Psychological Contract is a model which will help one to understand the employer-employee relationship. The mutual expectations and obligations proportionate to each one’s contribution is a general way to define psychological contract. Research suggests that a breach of this contract can affect the organizational outcomes and employee reactions negatively. This study considers the psychological contract breach from the employees’ perspective. Although studies h...
2015
The purpose of this study is to investigate the impact of psychological contract breach (PCB) on deviant workplace behavior (DWB). In addition, we explored the mediating role of job satisfaction in the relationship between PCB and DWB. We conducted our study in a sample of 265 employees working in an Iranian industrial company. We used regression analysis to test the research hypotheses. The findings supported our hypotheses. Based on the results, perception of PCB results in employees' engagement in DWB. Moreover, it was found that Job satisfaction partially mediates the PCB-DWB relationship. Since limited studies on this subject has been conducted in Middle East, we contributed to the literature of PCB and DWB by exploring the relationship in a Middle Eastern country.
ZENITH International Journal of Multidisciplinary Research, 2013
The nature and implications of employees’ psychological contracts has become a major research focus in the last two decades. Current employment trends, characterised by an increase in short-term employment contracts and a loss of job security, have resulted in a redefinition of career expectations in terms of psychological contract. This study sought to examine the effect of the psychological contract violation employee-employer relationship. This study adopted Organisation Support Theory which holds that employees will contribute to the success of the organisation if their efforts are recognised and rewarded. The study used both qualitative and quantitative techniques. Simple random technique was used to select the employees that were included in the sample. Data was collected mainly through questionnaires and interviews. Both inferential and descriptive statistics were adopted in data analysis. It was found out that psychological contract violation affects the relationship between...