To see the other types of publications on this topic, follow the link: Psychological contract breach and violation.
Dissertations / Theses on the topic 'Psychological contract breach and violation'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Psychological contract breach and violation.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Van, der Merwe Sophie Wilhelmine. "Perceived breach and violation of the psychological contract in a collectivistic culture." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017523.
Full textAbstract:
The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed.Alternate name: Van der Merwe, Somine
2
Johnson, Nicole Annette. "An Examination of the Relational Aspects of Leadership Credibility, Psychological Contract Breach and Violation, and Interactional Justice." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/37557.
Full textAbstract:
Especially during times of intense change, managers may negatively impact the quality of employee-manager relationships by breaching or violating psychological contract terms and exhibiting unfair treatment (i.e., interactional injustice) in the workplace. A psychological contract is conceptualized as an exmployee's perception or individualistic belief about the reciprocal and promissory nature of the employment relationship (Argyris, 1960; Levinson, Price, Munden, Mandl, & Solley, 1966; Rousseau, 1989, 1990, 1995; Schein, 1965, 1994). Misperceptions surrounding contractual changes and perceived misalignments between managers' words and deeds have contributed to employee perceptions of contract breach and violation, which are linked to negative employee attitudes and behaviors (Andersson, 1996; Morrison & Robinson, 1997; Pate, Martin, & Staines, 2000; Rousseau, 1995). Employees may simultaneously experience interactional injustice when managers act in disparaging ways and fail to provide adequate explanations (Bies, 1989; Bies & Moag, 1986).
Leadership literature has provided evidence that high-quality leadership can positively influence employees' behaviors and attitudes and increase perceptions of workplace fairness (Dirks & Ferrin, 2002; Kickul, Gundry, & Posig, 2005; Kouzes & Posner, 2003). However, the relational role of leadership credibility, within the context of psychological contract breach and violation and interactional justice, has not been examined in leadership, psychological contract, and organizational justice literatures. This study was designed to explore the relationships between leadership credibility, interactional justice, and psychological contract breach and violation. The results of the study confirmed that employees' perceptions about leaders' credibility does strongly relate to managerial violation, interpersonal justice, and informational justice.Ph. D.
3
Zottoli, Michael A. "Understanding the process through which breaches of the psychological contract influence feelings of psychological contract violation: an analysis incorporating causal, responsibility and blame attributions." The Ohio State University, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=osu1054515958.
Full text
4
Rever-Moriyama, Sandra D. "Do unto others, the role of psychological contract breach, violation, justice, and trust on retaliation behaviours." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/NQ47911.pdf.
Full text
5
Strydom, Chanette. "The psychological contract of designated and non-designated groups in a financial institution / C. Strydom." Thesis, North-West University, 2009. http://hdl.handle.net/10394/5035.
Full textAbstract:
Due to socio-political transformation, South Africa has been subjected to dramatic changes that influenced employment relationships, employment contracts between employees and employers arid the psychological contract of employees. Due to all these socio-political changes different groups of employees experience differences in their psychological contracts and have certain expectations that their organisation should fulfil. The general objective of this research is to determine the psychological contract of designated and non-designated groups of a banking institution in the North West Province. A cross-sectional survey design was used to collect the data and reach the objectives of this study. Stratified random sample (n = 131) was taken from permanently appointed designated and non-designated employees of different branches in a South African banking institution in the North West Province. A structured, self-completion questionnaire was used to collect the data. The Psycones Questionnaire and discrimination and affirmative action questions were selected from different existing questionnaires and were used to compile the questionnaire.
Descriptive statistics (e.g. means, standard deviations, skewness and kurtosis) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study, multivariate analysis of variance (MANOVA) was performed to assess the differences in the experience of affirmative action policies of demographic groups. Item-level analysis is performed by using analysis of variance (ANOVA). The results indicated that designated and non-designated groups of employees do not experience a difference in their breach or violation of their psychological contracts when affirmative action policies are correctly implemented and communicated. Based on the findings of this study organisations are advised to ensure that affirmative action policies are implemented correctly and communicated to all groups of employees, and then designated and non-designated employees would not differ in their experience of violation in their psychological contracts. Limitations in the research are identified and recommendations were made.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
6
Grobler, Alida Jacoba. "The psychological contract and leadership styles : performance of a semi-professional rugby team / A.J. Grober." Thesis, North-West University, 2011. http://hdl.handle.net/10394/4385.
Full textAbstract:
This dissertation examines the influence of the psychological contract and leadership styles on the perceived performance of semi-professional rugby teams. Little research has connected the psychological contract and sport, and little research has investigated the effect of specific leader behaviours on the performance of sport teams. It was therefore the objective of this dissertation to analyse the content of the psychological contract of rugby team members, and to determine the correlation between the psychological contract and the perceived performance of rugby team members. This dissertation also set out to analyse the content of the preferred leadership style of the team captain and the own leadership style of team members, and to determine the correlation between leadership styles and perceived performance.
A longitudinal research design was chosen, along with a non-probability sampling technique. The sample consisted of rugby team members from a prominent rugby-playing university in South Africa. Questionnaires were used to investigate the content of the psychological contract and preferred leadership style and own leadership style, as well as their relationship to perceived performance. The results indicated no correlation between the psychological contract and perceived performance, nor any correlation between leadership styles and perceived performance. A strong correlation, on the other hand, was found between the preferred leadership style of the team captain and the own leadership style of team members. A strong correlation between institute obligations and player obligations was also established.Thesis (M.Com. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2011.
7
Baeshen, Mashhour H. "Antecedents and outcomes of psychological contract breach : coping behaviour as a mediator of the effects of feelings of violation related to service outcomes." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/117617/.
Full textAbstract:
Psychological contract is “an individual’s relational schema regarding the rules and conditions of the resource exchange between the organization and the person” (Guo et al., 2015, p.4). When people think they are not getting what they expect from a contractual agreement, psychological contract breach occurs (Morrison and Robinson, 1997). Driven by lack of research investigating the antecedents and outcomes of psychological contract breach within service encounters, this study extends existing research on psychological contract theory (Rousseau, 1995) and service marketing literature using the cognitive appraisal theory to investigate antecedents and outcomes of psychological contract breach within a service setting. The study examines a comprehensive model that analyses cognitive appraisal and emotional elicitation to further contribute to service marketing literature. An examination of the direct effects of feelings of violation on service outcomes precludes an understanding of people’s responses to violation-inducing service incidents. Building upon stress-and-coping theory (Folkman and Lazarus, 1984), this study also examines three consumer coping strategies as mediators of violation on consumer’s affective states and behavioural outcomes. Therefore, this study aims to build on prior marketing literature research, which has focused narrowly on psychological contract fulfilment and violation, to expand service failure literature by examining antecedents and outcomes of perceived psychological contract breach in a more holistic view. Using a survey-based approach, 779 usable responses were collected using an online panel by targeting mobile phone users in the USA. Subsequently, structural equation modelling procedures were followed using AMOS23 to analyse the data. The findings reveal that psychological contract breach can be a source of service failure during service encounters and the perception of contract breach within service encounter failures lead to negative outcomes. Service managers should ask customers to provide feedback that tailored to capture psychological contract issues. Customer active and expressive coping strategies mediate effects of violation on service outcomes. Hence, when customers perceive a contract breach, service managers should encourage customers to use active coping to fix the problem. Otherwise, customers may cope by expressing their feelings of violation to others or deny the failure episode, both of which lead to unfavourable service outcomes for the firm.
8
Diedericks, Elsabé. "Flourishing of employees in the information technology industry in South Africa / Elsabé Diedericks." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10278.
Full textAbstract:
Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made.PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012
9
Kelly, Darrell Scott. "Psychological Contract Breach by the Supervisor." Wright State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=wright1401823678.
Full text
10
Guo, Chen. "Employee attributions and psychological contract breach in China." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/employee-attributions-and-psychological-contract-breach-in-china(816ca8ec-ef70-4008-af6d-316c7809f708).html.
Full textAbstract:
Breaches of the psychological contract (i.e., subjective experiences that are based on an individual’s perception that another party has failed to realise the obligations that had been promised) can have negative consequences for employees, such as reducing employees’ performance, job satisfaction and organisational commitment. The main aim of this study is to examine how employee attributions about the causes of psychological contract breach shape the relationship between psychological contract breach and employee outcomes. Based on existing literatures, two models concerning of the role of employee attributions are compared. A moderation model proposes that employee attributions moderate the relationship between psychological contract breach and employees outcomes. A mediation model asserts that employee attributions play a mediating role in the mechanism of psychological contract breach affecting employee outcomes. In addition, a relatively unexplored aspect why employees make different attributions in response to psychological contract breach was identified. The aim of this study is to examine whether individual differences (i.e., individualism/collectivism and employee proactivity) shape the employee attributions of psychological contract breach. Two survey-based studies were conducted in China. The first study (N = 261) developed new measures of psychological contract breach and employee attributions. The second study (N = 634) further refined the new measures and tested the study hypotheses using Structural Equation Modelling. The results show that psychological contract breach was significantly related to internal and external employee attributions as well as employee outcomes (i.e., employee well-being, leadership perceptions and supervisor ratings of performance). But a central message that emerges from this research is that employee attributions are more likely to play a moderating role than a mediating role in the relationship between psychological contract breach and employee outcomes. This study mainly has four theoretical contributions, which are developing and testing a model of psychological contract breach and employee attributions, extending the understanding of the relationship between psychological contract breach and employee attributions, extending the criterion space of psychological contract breach and employee attributions, and developing a more specific understanding of how employee attributions shape the employee outcomes of psychological contract breach.
11
Gallagher, Tom. "Exploratory study of the antecedents of psychological contract breach." Thesis, Cranfield University, 2008. http://dspace.lib.cranfield.ac.uk/handle/1826/4632.
Full textAbstract:
This research presents a systematic review of literature focusing on the Human Resource
Management concept of the Psychological Contract between an employee and their
organisation. An initial overview of research on the broader topic is outlined to identify key
themes in the field and to identify areas of research to be reviewed in greater detail. The
major themes explored at this stage are the basic definition of the concept, the contents of the
psychological contract, viewing the concept as a mental model or schema, the current
methods used in existing research, how the agreement can be breached, the link to various
employee outcomes and how the concept can be managed. The systematic review
methodology is then set out to identify the causes or antecedents of breach, the differing
ontological perspectives on the psychological contract concept and existing research which
integrates the psychological contract with the related concept of employee engagement. 34
studies are examined and results are presented in the form of a narrative synthesis.
Results suggest that the empirical evidence base of antecedents to breach is limited and that
numerous potential antecedents to breach have not been fully tested due to limitations in
existing research designs. Secondly, a new ontological perspective based on the Critical
Realist perspective of Harré (2002) is proposed to develop existing work on the basic
definition of the psychological contract concept. Finally, the lack of existing work which
integrates both the psychological contract and employee engagement is highlighted with a
recommendation for additional research on the ontology of the engagement concept.
12
Lucas, Colleen M. "The effect of social accounts on psychological contract violation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0015/MQ48022.pdf.
Full text
13
Herrmann, Andrew F. "Broken Promises: An Autoethnography of Psychological Contract Breach and Organizational Exit." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/793.
Full text
14
Cassar, Vincent. "Identifying and investigating the component forms of psychological contract violation." Thesis, Birkbeck (University of London), 2004. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.676902.
Full text
15
Pak, Sim Tess. "The moderating effects of causality orientations on psychological contract breach outcome relationship /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38587919.
Full text
16
Pak, Sim Tess, and 白嬋. "The moderating effects of causality orientations on psychological contract breach: outcome relationship." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38587919.
Full text
17
Restubog, Simon Lloyd David. "One big happy family : workplace familism and psychological contract breach in the Philippines /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18635.pdf.
Full text
18
Kaizad, Kohyar. "Responses to broken promises: an examination of psychological contract breach and rumour transmission /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19237.pdf.
Full text
19
Scheetz, Andrea M. "The Effect of Psychological Contract Violations on Employee Intentions to Report Fraud." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.
Full text
20
Chang, Chiachi. "A multi-study investigation of the role of psychological needs in understanding behavioural reactions to psychological contract breach." Thesis, London School of Economics and Political Science (University of London), 2018. http://etheses.lse.ac.uk/3641/.
Full textAbstract:
A significant body of empirical work attests to the negative consequences of psychological contract breach for employees and organizations. Two dominant explanations draw on social exchange theory and affective-events theory arguing that breach influences employees’ felt reciprocity and feelings of violation respectively, which in turn influences their contributions at work. However, breach has been found to produce stronger effect on attitudes versus behaviours (Conway & Briner, 2009), suggesting that there is insufficient knowledge about employees’ motivation after the experience of psychological contract breach. Herein lies the starting point of this thesis, which adopts a thwarted psychological need perspective to examine the motivational mechanism between psychological contract breach and employees’ behaviour. The focus on thwarted needs offers an alternative explanatory reason for why psychological contract breach matters, and extends the impact of breach from cognitions and emotions to psychological needs. With three empirical studies, this thesis aims to explore the role of thwarted need to control in understanding how employees’ respond to psychological contract breach. Study 1, a scenario-based experiment, supports the idea that breach can thwart employees’ state of need to control, which can in turn influence their intentions to engage in citizenship behaviours. Study 2 consists of a time-lagged survey with multi-source data of 163 Taiwanese employees in the service industry. The study findings reveal that thwarted need to control mediates the effect of breach on employees’ citizenship behaviours, and that employees’ implicit theories of employee-organization relationship moderates this mediating process. Study 3 consists of a three time-point survey of 124 EMBA Taiwanese employees over a six-month period. Study 3 replicates and extends the findings of study 2 by demonstrating that thwarted need to control provides a unique explanation (beyond established mechanisms such as felt obligation and feelings of violation) to explaining why employees withdraw their citizenship behaviour towards individuals, demonstrating its uniqueness in the aftermath of employees’ breach experience. This thesis expands existing knowledge of why psychological contract breach matters, and discusses the implications and directions for future research.
21
Hennicks, Eugèny Charlene. "Psychological contract breach, job satisfaction and turnover intention in the utility industry /|cEugèny Charlene Hennicks." Thesis, North-West University, 2014. http://hdl.handle.net/10394/10612.
Full textAbstract:
Globally competitive industries need to keep up with the rigorous technical innovations to ensure that they reach their targets in terms of customer satisfaction. In order to do this, businesses need to ensure that they have the correct skills and capabilities in order to meet their demands. Organisations encounter difficulties as they constantly need to replace lost skills, and once these skills have been replaced, they need to spend additional money to train and equip new employees adequately to perform the jobs that they are employed to do. These days, many companies find themselves in financial turmoil which emerges from large turnover rates. There has been a severe exodus of skilled employees in the utility industry. During the past twelve months, this industry has lost 1 479 critical skills. Scarce skills are expensive to retain and it is important that employee well-being take top priority to keep up with changing labour demographics. This upkeep relates to huge emphasis being placed on customer satisfaction. In order to keep customers happy, companies first need to keep their employees happy. Efforts made by the organisation to improve situational circumstances for its employees, will promote positive individual and organisational outcomes. Two dimensions contribute greatly to a positive employment relationship which is conducive towards promoting positive individual and organisational outcomes, namely a fulfilled psychological contract and fairness in allocating monetary rewards. Money should not be used as a Band-Aid; not everything can be remedied with money. However, money is important, although it is not the most important factor. Fulfilment of the different dimensions of the psychological contract, including, but not limited to opportunities for personal growth and career advancement, and a management-supportive work environment are vital towards establishing and maintaining a positive employment relationship. The aim of the study was to investigate the role of psychological contract breach, job satisfaction and turnover intention in the utility industry and to determine the outcomes thereof. A mixed method approach was used to gather data. In the qualitative study, managers and staff (N = 15) were interviewed and a thematic content analysis was performed. In the second phase of the study, the quantitative part, questionnaires were distributed to employees (N = 251) across all levels of the organisation. The measuring instruments used were the Psychological Contract Inventory, Job Satisfaction Scale and Turnover Intention Scale. The results of Article 1 (Chapter 2) showed that a total of 60% of participants made reference to the importance of money. Emphasis was also placed on other aspects, where 53% of participants made mention of leadership being an important driver of job satisfaction. Other themes also regarded as important toward curbing skills loss were the importance of personal excellence and the need for effective communication as drivers of job satisfaction.
Article 2 (Chapter 3) found that a fulfilled balanced psychological contract displayed a strong, positive relationship with job satisfaction and that job satisfaction had a negative impact on turnover intention. These findings support the negative impact of psychological contract breach on job satisfaction and, in relation to this, job dissatisfaction positively impacted turnover intention. It was further found that psychological contract breach of the balanced contract had an indirect positive impact on turnover intent via job satisfaction. Recommendations for future studies were made.MCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
22
Le, Thi Bao Quynh, and Taha Javaid. "Leader Member Exchange Theory and Psychological Contract Fulfillment: An Empirical Study in a Vietnamese Organization." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42722.
Full textAbstract:
Background: Leader member exchange (LMX) theory focuses on the different associations established by the leaders with their followers through a system of exchanges (high quality and low exchanges), whereas a psychological contract is a tacit agreement between the employer and employee and comprises of employee's beliefs regarding the mutual obligations between the employee and an employer. Since an organization communicates and negotiates through its representatives which indicates people in managerial positions, it is meaningful to draw that the relationship quality between employee and their supervisors may affect the tacit agreement between the employee and organization. Though prior integration of Leader Member Exchange theory and Psychological contract has established the link between these two area of literature, as well as LMX dimensions to Psychological contract fulfilment, there is no empirical study taken place in Asia where Anand, Hu, Liden and Vidyarthi (2011) once observed that LMX and its dimensions may operate differently in more collectivistic and higher power distance cultures. Therefore, this research aims to examine the two main aspects of literature in one of the leading construction management of Asia located in Vietnam. Research questions: Does LMX improve psychological contracts between the organization and the employees? Sub-research question: What is the effect of LMX dimensions on psychological contract fulfilment? Is there any right mix of LMX dimensions in the organization that positively affects the psychological contract? Purpose: The purpose of this study is to examine the interaction effects of leader-member exchange (LMX) and its dimensions on psychological contracts in one specific organization, in other words, it investigates to answer if the different quality exchanges between the leaders/managers with employees support to enhance better mutual obligations between them and give negative or positive effects to the psychological contracts. Secondly, it figures out what exactly is the effect of LMX dimensions on psychological contract fulfilment. Practically, it is to help the researchers and practitioners recognize the increasingly important role of psychological contract which is normally unwritten in formal contract but otherwise gives huge negative influence which results in losing employee’s retention and loyalty. Accordingly, by generating “leader-member exchange” more effectively, the leaders will distribute and/or exchange resources toward the employees better which results in better employee retention and talent management strategies, directly contributing to the organization’s long term sustainable development. Theoretical framework: Articles were used for this thesis were meticulously chosen, focusing on reliable sources and quality content that cover the theoretical background of both main research area of Psychological contracts and Leader-Member Exchange during their historical research until recent. Particular information of the empirical organization and the related industry were brought from the organization and related reports and professional analysis from industry experts. Method: This is a cross-sectional study whose methodology choice is a Mixed methods research which inquires the involvement of both quantitative and qualitative data, integrating these two forms of data with narrative analysis. The data was collected from a construction management organization consists of 385 employees. It adopted interpretivism philosophy in order to create new, richer understandings and interpretations of issues related to social worlds and context, in particular exploring the issue of whether LMX theory have an influence on psychological contracts fulfilment. It follows a deductive reasoning as its main approach. Discussion and Conclusion: Based on the results of respondents’ surveys and the interpretation of the attendants from Focus Group, the discussion was structured and analyzed in line with the structure of the theoretical framework. The study reveals that the psychological contract fulfillment depends not only on the right combination of LMX dimensions and the concern of those most important dimensions but also the distinct characteristics of the organization which concern about their organization behavior and industry features. The study also provides solutions to leaders in order to overcome the problems associated with LMX that can lead to psychological contract breach. Originality/Value – This is the first study that focuses on examining the effect of LMX and its dimensions on psychological contract fulfilment in an Asian country.
23
Shan, Bin. "The role of psychological contract breach in determining Chinese civil servants' behavioural responses to organizational change." Thesis, Liverpool John Moores University, 2012. http://researchonline.ljmu.ac.uk/6174/.
Full textAbstract:
In order to cope with the challenges brought about by increasing global competition and rapid technological development, organizational change has become the norm. Organizational change has a profound effect on employment relationships, with a particular area of concern being any breaches of the psychological contracts (PCB) and the negative behaviours that result from these. In extant literature concerns the impact of organizational change on employment relationship, however, the perceived obligations that exist in the employment relationship have received less attention. In addition, little research has been undertaken in a Chinese government context, thus, the current study investigated the role such breaches play in determining the behavioural responses of Chinese civil servants to organizational change. The conceptual framework is formed by strategic, structural, process-oriented and people-oriented change, in relation to the psychological contracted breaches associated with the transactional, relational and balanced elements. Finally, with respect to the employees' behavioural responses, the concepts Exit, Voice, Loyalty and Neglect (EVLN) behaviours were used. A positivist approach of "testing-out" was adopted, whereby a specifically-designed questionnaire was used to collect data from 486 civil servants working for the Chinese government. Mutual expectations of both parties in the employment relationship were explored. Analysis involved traditional statistical techniques and included an assessment of biographical data. In certain areas, the outcomes supported Western findings on how, following change, a breach of the psychological contract can impact on employee behaviour. However, variations with previous studies were also found, which were related to the traditional Chinese cultural dimension, Confucius thought and the social phenomena surrounding the post 1980's generation. The discussion resulted in a new conceptual model of PCB being presented, which applies specifically to the cultural context of Chinese civil servants. The study advanced knowledge in a number of ways. Theoretical contributions were made to the psychological contract and particularly the breaches brought about by the change process. Contributions were also made in extending knowledge in the area of employee behaviours, particularly those of Exit, Voice, Loyalty and Neglect. Finally, in investigating the various concepts in the culturally specific environment of China, a contribution was made to public management, international HRM and the general area of culture. Practical contributions were made through recommendations for improvement, with further areas for research also being added.
24
Eklund, Carl, and Nils Wennerberg. "Arbetstagares upplevelser av psykologiska kontraktsbrott : En kvalitativ intervjustudie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-31800.
Full textAbstract:
Syftet med studien har varit att undersöka upplevelser av psykologiska kontraktsbrott hos arbetstagare. Särskilt intressant har varit att belysa hur kontraktsbrotten har uppstått, hur arbetstagarens känslor och beteenden har påverkats, samt om det har gått att återupprätta brutna kontrakt. Ett målinriktat bekvämlighetsurval gjordes (n=10). Av dessa var fem män och fem kvinnor i olika åldrar. Semistrukturerade intervjuer genomfördes med arbetstagare från olika organisationer, som på ett eller annat sätt haft erfarenheter av psykologiska kontraktsbrott. En innehållsanalys användes för att analysera det empiriska materialet. Resultatet visade att olika kontraktsbrott orsakats på grund av hög arbetsbelastning och brister i chefens kommunikation samt ledarskap. Konsekvenser av brotten var minskad arbetsglädje, lojalitet och motivation, samt ilska och irritation. Engagemang och effektivitet minskade hos arbetstagarna och de blev mer benägna att söka andra arbeten. Studien visade att chefen hade en central roll i återupprättandet av brutna kontrakt.
25
Barnhill, Christopher R. "An Examination of the Antecedents and Outcomes of Psychological Contract Violation of Intercollegiate Student-Athletes." The Ohio State University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=osu1311864418.
Full text
26
Stenson, Nicholas. "Personality matters! : investigating the role of psychological contract breach, revenge cognitions, and individual differences in rumour transmission /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19297.pdf.
Full text
27
Van, der Westhuizen Tjaart. "Organisational support and job satisfaction as moderators on the relationship between psychological contract breach and work engagement." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52338.
Full textAbstract:
The objectives of this study were focussed on exploring the relationship between the
individual constructs psychological contract breach (PCB), job satisfaction,
organisational support and that of work engagement to add to previous literature. The
relationship between PCB and work engagement has been previously researched and
two different views are held. One that believes there is no direct relationship between
PCB and work engagement, and one that believes there is a direct relationship. These
different views confirm the complexity of the relationship that exist between PCB and
work engagement. To explore this complex relationship we introduced two moderators
to ascertain their moderating effect individually on the relationship between PCB and
work engagement. The benefits to organisations and employees when work engagement
levels are high have been researched and confirmed.
An online survey specifically addressing the research objectives was sent out to
members of a service organisation who are employed at different organisations across
various industries within South Africa. A total of 1029 responses were analysed, using
simple linear regression models to determine the relationship between psychological
contract breach, job satisfaction and organisational support individually and work
engagement and multi variable regression models were used to determine the
moderating effect that job satisfaction and organisational support has as moderators on
the relationship between psychological contract breach and work engagement.
For the sample population, it was determined that this study support the view that there
is a significant direct relationship between PCB breach and work engagement as well as
between job satisfaction and work engagement and organisational support and work
engagement. It was determined that job satisfaction has a moderating effect on the
relationship that exist between psychological contract breach and work engagement and
that organisational support does not have a moderating effect on the relationship.Mini Dissertation (MBA)--University of Pretoria, 2015.
vn2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
28
Schaupp, Gretchen Lina. "An Experimental Study of Psychological Contract Breach: The Effects of Exchange Congruence in the Employer - Employee Relationship." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26652.
Full textAbstract:
Although the psychological contract has been a popular topic in managerial research for the past twenty years, recent critiques of the research in this area point to several shortcomings. These are believed to result primarily from the overwhelming use of field studies, survey questionnaires, and other correlational procedures in the study of this construct. One particular research question that has generated mixed results involves the effect that oneâ s underlying contract (either transactional or relational) has on individualsâ perceptions of contract breach and feelings of violation following an employerâ s breach. This study sought to gain insight into this question by using an experimental study design to assess the impact that exchange congruence â or the match between the nature of the underlying contract and the nature of the breach â has on employeesâ perceptions of breach and feelings of violation.
An experimental design was used and data was collected from 421 subjects in six treatment groups and two control groups. The treatment groups examined the effects of withdrawal breach (without resource substitutions) and both congruent and incongruent resource substitutions in transactional and relational work contexts. Also, two control groups in which no psychological breach was induced were examined. The results of the experiment differ for the transactional and relational treatments. No significant differences in perceptions of breach or violation were found with regard to the type of breach induced among the transactional treatments. Among the relational treatments, subjects that received incongruent resource substitutions perceived significantly higher levels of breach and violation than those that received congruent substitutions. Also, among the relational treatments, levels of perceived breach were significantly higher for the incongruent substitute treatment than for the withdrawal breach treatment. Therefore, the results of this study indicate that breach perceptions and feelings of violation vary for employees depending not only on the type of contract they hold, but the type of breach that they experience. In addition, the study demonstrated that an experimental design is applicable to this literature and that it could advance our understanding of the psychological contract in ways that are not possible with cross-sectional field studies.Ph. D.
29
Arain, Ghulam Ali. "Impact of organizational social context on employee's perception of psychological contract breach (PCB) and subsequent performance behaviors." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1072.
Full textAbstract:
Notre travail doctoral vise à étudier l'impact du contexte social de l'organisation à un premier niveau, sur les perceptions des employés des ruptures du CP et à un second niveau, sur la performance au travail. Nous soutenons que la perception des employés de la rupture du CP est fortement subjective, et donc, qu'elle dépend majoritairement des repères sociaux que l'employé capte en observant la façon dont l'organisation traite les autres employés. S'appuyant sur ces arguments, l'existence de relations politiques au sein de l'organisation ainsi que les processus de comparaison sociale ont été plaidés comme facteurs contextuels sociaux influençant la perception des employés de la rupture du CP et leurs comportements subséquents de performance au travail. L'enquête a été réalisée sur un échantillon non aléatoire de 322 dyades subordonné-superviseur. Le test des hypothèses a démontré que le contexte social négatif est positivement associé à la rupture du CP au niveau transactionnel et au niveau relationnel. Les ruptures des CP transactionnel et relationnel ont des effets significatifs et négatifs sur les comportements volontaires et obligatoires des employés. L'effet est d'ailleurs légèrement plus fort pour les comportements volontaires que pour les comportements obligatoires. L'importance perçue des promesses non tenues a des effets modérateurs significatifs sur la relation entre la rupture des CP transactionnel et relationnel et sur les comportements volontaires des salariés. En revanche, cette importance n'a pas d'effet modérateur significatif sur la relation entre la rupture du CP et les comportements obligatoires des salariésThe current study is aimed at investigating the impact of organizational social context on employees' perceptions of PCB and subsequent performance behaviors. We argued that employee's perception of PCB is highly subjective in nature, thus, heavily depends on social cues the employee picks up from the organization's treatment to other coworkers. Based on these arguments, organizational politics and social comparison processes (positive and negative comparisons) were argued as social contextual factors that influence employee's perception of PCB and subsequent performance behaviors. A non-random purposive sample of 322 subordinate-supervisor matching dyads, with 60% response rate, collected from various public & private organizations of Pakistan. The SR model results demonstrated that the negative social contextual factors (organizational politics & negative comparison) had significant positive associations with both transactional and relational PCB. However, the positive social contextual factor (positive comparison) had non-significant effects on both transactional and relational PCB. Both transactional and relational PCB had significant negative effects on employees' extra-role (OCB-I) and in-role behaviors, and the effect size was, slightly, greater for extra-role than in-role behaviors. Perceived importance of broken promises showed significant moderating effects only for the relationship between PCB (transactional & relational) and employees' extra-role behaviors (OCB-I) but not between PCB and in-role behaviors
30
Yazbek, Philip. "The relationship between emotional intelligence and the psychological contract : an exploratory case study / Philip Yazbek." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4348.
Full text
31
Chia, Linda Su Yin. "Investigating the role of affective and normative commitment between psychological contract breach and performance : evidence from Singapore nurses /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19348.pdf.
Full text
32
Shih, Peichen, and 施沛丞. "A Study of the Employees in International Tourist Hotels on the Relationships among psychological contract breach and psychological contract violation." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/30315302560565645811.
Full textAbstract:
碩士國立臺中教育大學
永續觀光暨遊憩管理碩士學位學程
100
The purpose of this study is to establish and examine the relationships among psychological contract breach and psychological contract violation. In addition, the Fit will be used as a moderator to examine whether the moderating effects are significant between the relationship between psychological contract breach and psychological contract violation . A total of 266 valid questionnaires from the employees in international tourist hotels. Data was analyzed by confirmatory factor analysis (CFA) and structural equation modeling (SEM). The results of this study indicate that 1. Fit has a negative and significant effect on the psychological contract breach; 2. psychological contract breach has a positive and significant effect on the psychological contract violation; 3 Fit has a negative and insignificant on the psychological contract violation; 4 psychological contract breach mediates the relationship between Fit and psychological contract violation; 5 The findings further reveal that the moderating effect of Fit on the relationship between psychological contract breach and psychological contract violation experators is insignificant . Based on the results above, some managerial suggestions for operators and suggestions for further research are also proposed according to results of this study.
33
Yi-Huei, Lin, and 林鐿憓. "The Antecedents of Psychological Contract Breach and Violation ：The Effect of High-Involvement Human Resources Practices." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/5z44jp.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系
100
How should Human Resources do the most effective configuration to meet the current enterprises, in past studies that find out organization competitive advantage from Human Resources, so that HIHRP should be promote in the companies, and HIHRP can intensify the employee psychological contract, and HIHRP can view of employee psychological contract ,too . Recently studies revealed that the psychological contract is not fulfilled had been separate two processes：（1）PCB is cognitive perception and expect in gap .（2）PCV is emotional reaction after perception the PCB. There are many studies pointed out about the PCV will cause a series of negative behavior, in order to explore the antecedents of PCV, this study will clear to negatively influence employees' PCB along with PCV when implementation of HIHRP. Besides, PCB would lead to predicting mediate effect on HIHRP through of PCV. Questionnaires were utilized for this research and receives 617 valid samples. The results showed the following: （1）PCB will have positive impact on PCV;（2）The more HIHRP significantly in organization the less PCB;（3）The more HIHRP significantly in organization the less PCV;（4）the relationship between HIHRP and PCV were mediated through PCB.
34
Chen, Chun-Hao, and 陳俊豪. "The study of influence of psychological contract breach and violation on public servant’s organizational trust and job performance." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/83490402382305175903.
Full textAbstract:
碩士銘傳大學
公共事務學系碩士班
99
The main purpose of this paper is to investigate the effect of psychological contract breach on public servant’s attitude and perception. The new performance rating policy in public sector is considered to be the reason that make public servant have a feeling of psychological contract breach. This study tries to examine the relationship among psychological contract breach, psychological contract violation, organizational trust, knowledge sharing, affective commitment, intent to stay and job performance. This paper also tries to explore whether high quality of perceived organizational support and leader-member exchange can reduce public servant’s feeling of psychological contract breach. Finally, we explore whether perceived organizational support and leader-member exchange moderated the relationship between psychological contract breach and psychological contract violation. This study was conducted by questionnaire survey method, and received 263 valid samples. This research uses regression model to test the hypothesis we explore. The statistical results show that: 1. psychological contract breach negatively affects organizational trust and affective commitment. 2. perceived organizational support positively affects public servants’ organizational trust, affective commitment, intent to stay and job performance. 3. leader-member exchange positively affects public servants’ organizational trust and job performance. 4. perceived organizational support reduce the intense of psychological contract breach on public servants. 5. perceived organizational support moderated the relationship between psychological contract breach and psychological contract violation.
35
Tsai, Shing-Hua, and 蔡幸樺. "A study of the relationships between psychological contract breach and violation－ Person-Organization Fit and Organizational Trust perspective." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/06710644851971620845.
Full textAbstract:
碩士長榮大學
企業管理研究所
95
Most of psychological contract researches focus on the negative effect of employee behavior after their psychological contract has been breached. However, the researches that discuss the factors that influence the psychological contract are far from sufficient. Thus, this study proposed that the variable “Personal-Organization Fit” is the factor that has influence on psychological contract, and discusses the relationship between Personal-Organization Fit and Psychological Contract Breach. This study examines how person-organization fit affects employees'' perceptions about how their psychological contract has been breached by their organization, and whether this perception would cause employees to experience the feelings of contract violation or not. Besides, in this study, a distinction was made between contract breach and contract violation, and a model was developed to depict the process of how an individual moves from perceiving a contract breach to experience a contract violation, and which has effect on attitudes and behaviors. We proposed the variable “organization trust” as an Evaluative process variable, which can moderate the strength of the relationship between contract breach and violation. Data were obtained 360 samples sourcing from internet web-based questionnaires and hard-copy questionnaires. In the antecedent analysis of psychological contract breach, the results show that the prediction of person-organization fit is significantly and negatively related to psychological contract breach. In addition, the effect analysis between psychological contract breach and violation shows that psychological contract breach is significantly and positively related to psychological contract violation. In the moderating effect of organization trust, the result shows that organization trust is significantly moderated by the effect of psychological contract breach and violation. Make the propositions, future research could follow this structure to investigate in practice and the managers could more understand what their employee focus on based on the study.
36
Kuo, Yi-Ting, and 郭宜婷. "The effect of volunteer's perceived psychological contract breach on organizational commitment and job involvement: Perceived violation as the intervening variable." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/66713857841153598034.
Full textAbstract:
碩士國立台北護理學院
醫護管理研究所
95
Abstract Background：In recent years along with volunteer develop rapidly and diversification, people participate wishes to serve in addition to altruism, there is also other motive existence. And the not-for-profit organization also expects the person who can help more demand to be concerned with to helping organization by the volunteer worker's strength to reach built-up mission and the target. Volunteer and organization each other embraces different of expectation, and psychological contract can be treated as employee and organization to a kind of expectation that each other relates to, domestic and international research result all show be employee (is a salary no matter or volunteer) perceive psychological contract suffer to breach, produce negative work attitude and behavior easily, and the volunteer defection rate high also is the common questions that the volunteer manager faces, have a necessity actually explore volunteer's psychological contract, organizational commitment, job involvement. Purpose：Explore the effect of volunteer's perceived psychological contract breach on organizational commitment and job involvement, specifically examined violation as the key mediating variable between psychological contract breach and organizational commitment, job involvement. Method：This research using a sample of 183 volunteers in the residential care home, data were collected questionnaire survey , aim at that organization 16 totally national branches by system sampling method on a random sampling, a total of 590 questionnaires were sent to volunteer and 183 questionnaires were completed. The response rate is 31.02%. Data analysis include sample describe analysis, explore and confirmation factor analysis, Pearson’ product-moment correlation, SEM by data analysis using SPSS 12.0 and Lisrel 8.52. Data analysis to explore the effect psychological contract breach perceive on organizational commitment and job involvement. Results and Suggestions：The results suggest that psychological contract breach is negatively related to affective commitment, job effort, job will. Moreover, psychological contract violation only mediated the relationship between psychological contract breach and affective commitment. In the academic aspect, this research promoted people to turn to the psychological contract and the work attitude this machine as a result of understanding, and show volunteer commitment to organization and job involvement can't be reached with material inducement, providing to promote another choice of organization commitment and job involvement through the psychological contract related research. Manage aspect in the actual situation, suggest organization manager should with various communication for exemple periodically hold volunteer colloquium, social etc., much thorough understand a volunteer to organization of the expectation also understands these an expectation of source, will contribute to the organization of future the management of the volunteer human resource, for exemple develop a set of valid volunteer recruit way, in addition to recruiting a new volunteer, can also maintain a volunteer to stay the will which serves in the organization continuously. Keywords: psychological contract, psychological contract breach, violation, organization commitment, job involvement
37
Le, Tran Thi Bao. "The psychological contract of temporary employees with a university degree in Vietnam." Master's thesis, 2012. http://hdl.handle.net/1822/19609.
Full textAbstract:
Dissertação de mestrado em Gestão de Recursos HumanosIn Vietnam, graduate employees have entered the labor market with temporary contracts of employment and precarious employment conditions. The psychological contract is currently one of the most interesting research topics; nevertheless this concept is virtually unknown among those responsible for human resources management in Vietnam. Thus, this study was conducted to identify the psychological contract that characterizes the employees with a temporary employment contract, and to describe this reality in the context of Vietnam. The objective of this study is therefore to understand what type of psychological contract is held by Vietnamese employees, with a university degree, working as temporary employees, and to understand how they deal with the broken promises from their employer. The empirical study uses a quantitative methodology. Thus, questionnaire surveys were applied to employees in Ho Chi Minh City, during the month of March 2012. The questionnaire was conducted online and to participate in the research, respondents had to satisfy two criteria: have experience as employees on temporary or short-term contract, and an education level equal or superior to a degree. A total of 106 questionnaires were received. The questionnaire collected information on the expectations held by respondents as to the employment relationship, the degree to which they assessed the fulfillment of these expectations by the employer, and the degree to which they themselves have complied with their obligations, as well as the perception of breach and violation of the psychological contract (PC). The data analysis was performed with the use of the SPSS software program, version 18 (Statistical Package for Social Sciences). The results showed that the graduate employees, with a temporary or short-term employment contract, had a psychological contract (PC) both relational and transactional, and that the two components of the PC were correlated. In addition, respondents also felt a psychological contract breach whenever their employer did not fulfill the promises made to them, and where the break occurred, they experienced a negative emotion, that is, the violation of the PC. The results of this study can be regarded as an initial step to explore the concept of psychological contract in a specific group of employees: the Vietnamese employees with short-term contracts, and with a high educational level.
No Vietname, os trabalhadores licenciados têm entrado no mercado de trabalho com um contrato de trabalho temporário e precário em termos de condições de emprego. Apesar do contrato psicológico ser atualmente um dos tópicos de investigação mais interessantes, este conceito é praticamente desconhecido junto dos responsáveis pela gestão de recursos humanos vietnamitas. Deste modo, este estudo foi conduzido com o objetivo de identificar o contrato psicológico que carateriza o trabalhador com um contrato de trabalho temporário, ou de curto-prazo, e para descrever esta realidade no contexto vietnamita. O objetivo deste estudo é assim o de compreender que tipo de contrato psicológico é detido pelos trabalhadores vietnamitas, com o grau de licenciatura, que trabalham como empregados temporários, e perceber como lidam com as promessas não cumpridas pelo empregador. O estudo empírico utiliza uma metodologia do tipo quantitativo. Assim, foram aplicados inquéritos por questionário a trabalhadores na cidade de Ho Chi Minh, durante o mês de Março de 2012. A aplicação do questionário foi realizada online e para poderem participar na investigação os respondentes tinham que satisfazer dois critérios: possuírem experiência como trabalhadores em regime de contrato de trabalho temporário, ou de curto-prazo, e um nível educacional igual ou superior ao grau de licenciado. Foram recebidos um total de 106 questionários. O questionário recolheu informação relativa às expectativas detidas pelos respondentes quanto à relação laboral, o grau em que eles avaliavam o cumprimento dessas expectativas pelo empregador, e o grau em que eles próprios cumpriam com as suas obrigações, bem como a perceção de quebra e violação do contrato psicológico. O tratamento dos dados recolhidos foi realizado com o recurso ao programa de análise de dados estatísticos SPSS, versão 18 (Statistical Package for the Social Sciences). Os resultados revelaram que os empregados licenciados, com um contrato de trabalho temporário, possuíam um contrato psicológico (CP) quer relacional, quer transacional, sendo que ambas as componentes do CP estavam correlacionadas. Além disso, os respondentes também percecionavam quebra do contrato psicológico quando o empregador não cumpria com as promessas, sendo que sempre que ocorria a quebra, eles experimentavam uma emoção negativa, isto é, a violação do CP. Os resultados deste estudo podem ser perspetivados como um passo inicial para explorar o conceito de contrato psicológico num grupo específico de trabalhadores: os trabalhadores vietnamitas, com um contrato temporário, ou de curto-prazo, e com um elevado nível educacional.
38
KUO, CHIA-PO, and 郭嘉博. "The Effects of Supervisor’s Psychological Contract Breach and Violation, Negative Affectivity and Abusive Supervision toward Subordinate’s Organizational Citizenship Behavior：The Organizational Justice Perspective." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/78721639624851728926.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
95
This research examined antecedents of abusive supervision and the relationship among organizational justice, psychological contract breach and violation, and negative affectivity. Data were obtained from supervisor-subordinate dyads from Taiwanese enterprises in China. The data were analyzed using factor analysis, regression analysis, ANOVA, and reliability analysis with the SEM model to measure the relationship among the constructs. Results indicate that organization injustice has a positive influence on psychological contract breach and violation, negative affectivity, and abusive supervision. In addition, Psychological contract breach and violation and negative affectivity also have positive influences on abusive supervision. Furthermore, abused subordinates are more likely to withhold OCBs compared to their un-abused counterparts.
39
Kuo-ChenTseng and 曾國楨. "The Study of Impact on Service Oriented Organizational Citizenship Behavior of Service Industry When Its Employees’ Facing Organizational Change Uncertainty and Psychological Contract Breach and Violation: The Mediating of Employee’ Cynicism." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/51057267152726309403.
Full textAbstract:
碩士國立成功大學
高階管理碩士在職專班
98
In recent years, with the rapid development of the economy, service industries have had to change their structures regularly in order to remain profitable in the face of international competition. The purpose of this study is to explore the impact of service oriented organizational citizenship behavior of service industries when its employees facing organizational change uncertainty and psychological contract breach and violation, employee cynicism influence reactions to change. Meanwhile, we consider the different performance according to the demographic characteristics. The data was analyzed by factor analysis, reliability analysis, validity analysis, and SEM to measure the relationship amongst the constructs. We find that the employee cynicism is positively affected by the employee’s uncertainty facing organizational change, and furthered negatively influences the service oriented organizational citizenship behavior. The uncertainty deriving from organizational change has no direct impact on the service oriented organizational citizenship behavior. The psychological contract breach and violation has positive impact on the employee cynicism, and further negatively affects the service oriented organizational citizenship, and the psychological contract breach and violation has no direct effect on the service oriented organizational citizenship behavior. Thus, in order to reduce employee’s resistance, maintain the highly staff citizenship behaviors, and push the organizational change smoothly, we have to take care of the employee’s mentality and strengthen the guidance and communication, considering the different staff background.
40
Derome, Stéphanie. "L’influence de la violation des conditions d’emploi constitutives du contrat psychologique et des conditions d’exercice de la profession, sur l’intention de quitter : le cas des professionnels de la gestion des ressources humaines." Thèse, 2011. http://hdl.handle.net/1866/6156.
Full textAbstract:
Au cours de la dernière décennie, les changements observés sur le marché amènent les organisations à améliorer leurs conditions de travail afin d’être en mesure d’attirer et de retenir des travailleurs performants. Les PRH n’y font pas exception. En effet, les PRH présentent des attentes bien précises et développent un contrat psychologique qui leur est propre.
Cette recherche porte sur l’intention de quitter des PRH. Plus précisément, elle vise à identifier à travers la théorie du contrat psychologique, les conditions d’emploi et d’exercice de la profession qui, lorsqu’elles ne sont pas respectées, influencent positivement l’intention de quitter des PRH.
Il ressort de nos analyses statistiques que la violation du contrat psychologique, notamment des conditions d’emploi et des conditions d’exercice de la profession, influence positivement l’intention de quitter des PRH. Nos analyses nous ont permis d’identifier les différentes conditions d’emploi et d’exercice de la profession qui ont une influence sur l’intention de quitter des PRH. En ce qui concerne les conditions d’emploi, il s’agit de celles reliées au développement de carrière, à l’atmosphère au travail et au contenu de l’emploi. Du côté des conditions d’exercice de la profession, il s’agit du rôle d’agent de changement et de partenaires d’affaires qui ont une influence positive, tandis que le rôle d’expert fonctionnel influence négativement les intentions de quitter des PRH. Nos analyses mettent en évidence l’importance du respect des conditions d’emploi comparativement à celles associées aux conditions d’exercice de la profession. En effet, on constate que les trois conditions d’emploi qui ont une influence positive sur les intentions de quitter des PRH peuvent, sans contredit, être associées au développement professionnel, une valeur importante chez les PRH.During the last decade, many changes have been observed in the labor markets which have lead organizations to review their work conditions. By improving the work environment, organizations have been able to attract and retain good workers. Human resource professionals (HRP) are not an exception. Indeed, HRP have specific expectations, they also develop their own psychological contract. This research attempts to understand the intent to quit of a HRP. Specifically, this research seeks to identify the conditions of employment and of professional practice through the theory of psychological contracts. When these conditions are not met, they positively influence the intent to quit of a HRP. According to our statistical analyses, psychological contract breach of the conditions of employment and of the conditions of professional practice positively influences the intent to quit of a HRP. More specifically, the conditions of employment which influence the intent to quit of a HRP are related to career development, social atmosphere and job content. Moreover, the role of a change agent and a strategic partner are the conditions of professional practice that influence negatively the intent to quit of a HRP. However, the role of an administrative expert influences positively the intent to quit of a HRP. Finally, our analysis highlights the importance of respecting the conditions of employment compared to those associated to the conditions of professional practice. Indeed, we find that the breach of three conditions of employment that have a positive influence on the intent to quit of a PRH can be associated to career development, which is a value that is more and more important for a PRH in current times.
41
Pontes, Maria Inês Rodrigues. "Violação e rutura do contrato psicológico: efeitos no engagement pela vida, na paixão pelo trabalho e nos sonhos dos profissionais de uma unidade de saúde." Master's thesis, 2015. http://hdl.handle.net/10400.1/8546.
Full textAbstract:
Dissertação de Mestrado, Gestão de Recursos Humanos, Escola Superior de Gestão, Hotelaria e Turismo, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2015Num contexto de globalização, de rápida evolução tecnológica e de surgimento de novas e mais complexas formas de trabalho, o conceito de contrato psicológico ganha ênfase na medida em que descreve e procura explicar as mudanças nas relações entre empregador e empregado. É objetivo do presente estudo analisar o contrato psicológico dos trabalhadores de uma unidade nacional de saúde (N = 95), nomeadamente verificar os efeitos da sua rutura e violação ao nível do engagement pela vida dos profissionais, da paixão pelo trabalho que desempenham e da sua capacidade de sonhar com o futuro. A pesquisa empírica foi baseada na aplicação de um instrumento composto por 8 questionários, nomeadamente as versões adaptadas para a língua portuguesa do Life Engagement Test, da Passion Scale, da Psychological Contract Scale, da Psychological Contract Rupture Scale e da Psychological Contract Violation Scale, um questionário criado para avaliar os sonhos e um questionário relativo aos dados sociodemográficos. As hipóteses foram avaliadas recorrendo ao cálculo do coeficiente de correlação de Pearson. Os resultados chave evidenciam que quanto maior for o engagement pela vida do profissional e quanto mais harmoniosa for a paixão que detém pelo seu trabalho, menor será a perceção de rutura e violação do contrato psicológico. No entanto, não foram identificados efeitos na capacidade de sonhar com o futuro dos profissionais. O estudo contribui para o debate acerca do contrato psicológico e sua rutura e violação, bem como para a literatura relativa aos constructos engagement pela vida, paixão pelo trabalho e sonhos. As limitações do estudo são apresentadas, bem como sugestões para futura investigação.
Globalization, technological evolution and the emergence of new and complex forms of work had brought emphasis to the concept of psychological contract, which aims to describe and explain the changes that occur in the relationship between employer and employee. The purpose of this study is to contribute to the discussion of the psychological contract by analyzing the effects of the contract breach and contract violation in life engagement, passion for work and dreams. Empirical research took place in a health unit (N = 95), where the employees responded to an instrument with 8 questionnaires, namely the portuguese scales of Life Engagement Test, Passion Scale, da Psychological Contract Scale, Psychological Contract Rupture Scale Psychological Contract Violation Scale, a questionnaire designed to assess dreams and a questionnaire concerning demographic data. Pearson’s correlation coefficient was used to analyze the hypotheses. The results supported some of the hypothesis, confirming that the perception of breach and violation of the psychological contract decreases as much as increases the life engagement, and as much as passion for work becomes harmonious. However, regarding on the ability to dream, the hypotheses were not supported given that we have not found relevant effects. The findings provide insight into the discussion about the psychological contract and its rupture and violation, as well as to the literature on the life engagement, passion for work and dreams concepts. Limitations of the study are presented as well as suggestions for future research.
42
Chiang, Shun-Chi, and 江舜琦. "User Resistance Revisit: A Psychological Contract Breach Perspective." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/hb7hff.
Full textAbstract:
碩士國立中山大學
資訊管理學系研究所
102
Information systems (IS) implementations that support organizational effectiveness and enhance efficiencies remains costly, challenging and has a high failure rate. Research on user perceived psychological contract breach in user- IS provider (ISP) relationship can aid our understanding to impact of characteristics inherent to the IS implementations on user resistance as well as their impact on how to avoid user resistance. The purpose of this study is to extend IS theory through a sustained attempt to understand why some users resist IS in organizations, and a further exploration of social-psychological determinants of user resistance as these relate to quantitative model development. The psychological contract implies a set of reciprocal obligations that can be conceived of both sides relate to the IS project activities. A breach in this psychological contract could result in feelings of violation as an affective response among users who perceived the breach, and possibly lead them to resist IS. Using data from 230 survey respondents, an empirical survey methodology was applied, and we used PLS to test the research model. Analysis showed that within a user-ISP relationship, a user perceived breach could attribute to user resistance and feelings of violation via reneging (i.e. poor ISP capabilities) and incongruence (i.e. communication and socialization on shared understandings of the objects/goals of the IS project). Being in a state of high vigilance, for example because the ISP had a breach in its record, made users more likely to monitor whether their psychological contracts had been broken by the ISP, as well as more likely to perceive that they had been broken. Our results also show that users’ interpretations, including causal attribution of the breach and perceived fairness after the breach, play moderating roles between user perceived breaches and feelings of violation. In sum, the current study proposes an exploratory model to examine the antecedents of user resistance and the consequences of user perceived breaches of psychological contracts in the context of IS project implementation. The findings, their academic and practical implications, and directions for future research are discussed.
43
Costa, Sandra Cristina Pereira. "Psychological contract breach: underlying mechanisms and defining boundary conditions." Doctoral thesis, 2016. http://hdl.handle.net/10362/19414.
Full textAbstract:
Research on psychological contract breach indicates a clear link with detrimental individual and organizational effects. However, the role of context and individual differences in shaping employees’ reaction to breach is underdeveloped. In this sense, the main goal of this research is to understand the mechanisms through which breach impacts outcomes, and the boundary conditions of breach effects. In four studies, using different samples and designs, we highlight the importance of understanding psychological contract breach taking into account different theoretical perspectives and individual differences. Overall, our research findings have both theoretical and practical implications. From a theoretical point of view, this research contributes to an understanding of the boundary conditions (both contextual and individual) surrounding the process of breach. From a practitioner perspective, this research sheds light to different variables that managers should be aware in order to minimize the negative impact of breach. Moreover, it suggests that managers need to take into account both individual and cultural differences when attempting to deal with breach.
44
Chen, I.-Ting, and 陳怡婷. "Timeliness is Key to the Psychological Contract Violation." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/494a5b.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
107
Delayed responses to applicants may result in applicants self-selecting out of the hiring process and reduce applicant attraction to the organization. However, the mediating mechanism between delayed responses and applicant reactions has not been systematically examined. Based on the psychological contract violation model, this study investigated the relationship between recruitment time delays (how many days lapsed between the expected date of the notification of interview results and the actual date of the notification; hereafter referred to as delay), psychological contract violation and negative word of mouth. Besides, clarity of time, outcome favorability and ambiguity tolerance are proposed as moderators of the effects of delay on psychological contract violation. Seventy-five job seekers participated in this 2-month-long experience sampling study. For each interview (n=325), we collected data on 3 time points. Results of hierarchical linear modeling showed that: (a) delay was positively related to psychological contract violation, (b) the relationship between delay and negative word of mouth was mediated by psychological contract violation, (c) the relationship between delay and psychological contract violation was moderated by clarity of time, outcome favorability and ambiguity tolerance.
45
Kiazad, Kohyar. "Responses to psychological contract breach: moderating effects of organisational-embeddedness." 2010. http://repository.unimelb.edu.au/10187/8501.
Full textAbstract:
Although the negative effects of psychological contract breach (“breach”) are reasonably well established (e.g., Zhao, Wayne, Glibkowski, & Bravo, 2007), the role of context in shaping employees’ responses to breach has not been thoroughly explored (Lo & Aryee, 2003). As such, the primary research objective was to investigate the moderating effects of the organisational-embeddedness sub-dimensions (links, fit, and sacrifices; Mitchell, Holtom, Lee, Sablynski, & Erez, 2001) on the relationships between breach and employees’ exit (job search, turnover intention, turnover), voice (prosocial voice, innovation), loyalty (loyalty, social participation), and neglect (withdrawal, production deviance, silence) behaviours. Two studies were conducted to investigate the conceptual model and research hypotheses.In Study 1, semi-structured interviews were conducted with 20 administrative (non-academic) Australian university employees. Content analysis of the results regarding breach outcomes revealed many of the hypothesised responses, and others, such as seeking assistance from colleagues and raising supervisor’s awareness, that were not anticipated. Furthermore, analysis of the results regarding response motives suggested themes relevant to the influence of organisational-embeddedness.
In Study 2, longitudinal survey data was collected from samples of Australian university professionals and alumni (N = 198 for Time 1 and 101 for Time 2). Outcomes were organised using the Exit, Voice, Loyalty and Neglect (EVLN) framework (Rusbult, Farrell, Rogers, & Mainous, 1988). Breach was positively related to exit (job search, turnover intention) and neglect (silence), and negatively related to loyalty (loyalty) in the cross-sectional Time 1 data. In addition, the positive breach-neglect (withdrawal, production deviance) relationship was weaker for those with more organisational-links, while the positive breach-exit (job search) relationship was stronger, and the negative breach-loyalty (loyalty) relationship was weaker, among those with good organisational-fit. At Time 2 (six months later), breach was negatively related to loyalty (loyalty). Furthermore, organisational-links, organisational-fit, and organisational-sacrifices each moderated the effects of breach on voice (innovation) as hypothesised. Specifically, employees with many links and good fit were more likely to respond to breach with voice (innovation), while those with high levels of perceived organisational-sacrifices were less likely to engage in this response. Overall, the research findings have implications for theory regarding the influence of context in shaping responses to breach, and the role of embeddedness as a moderator of employee reactions to negative work events. From a practical perspective, the research findings suggest that organisations can establish a safety net for effectively managing the harmful consequences of breach by increasing organisational-links and fit among their employees.
46
Huang, Lin-En, and 黃琳恩. "Exploring IS Project Outsourcing Success: A Psychological Contract Breach Perspective." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/cp5j2v.
Full textAbstract:
碩士國立中山大學
資訊管理學系研究所
104
As information technology changes with increasing frequency, industries have become heavily dependent upon a wide range of information systems (IS) to maintain and enhance organizational performance. Many companies have elected to outsource their information system projects. Over the years, scholars and practitioners alike have shown keen interest in the conditions that ensure the success of such outsourcing. This study explores the impact of information system project outsourcing from the perspective of the psychological contract breach. From this perspective, if the client feels that the obligations implied by the psychological contract are unfulfilled, or the company’s actions appear incongruent with the contract, this perceived breach in the psychological contract could lead to feelings of violation. This affective response causes the client to consider the outsourced IS system a failure. We conduct a questionnaire-based study, collecting 133 valid cases. Our respondents are IS department employees with experience in IS project outsourcing. Our results show that the psychological contract breach has significant influence on the success of IS project outsourcing. Moreover, in the context of IS outsourcing, the feelings of violation caused by this perceived breach of the contract can be attributed to reneging, incongruence and vigilance. Keywords: Psychological contract theory, IS outsourcing success, Psychological contract breach, Contracts, Outsourcing relationship
47
Lu, Shan-Shan, and 盧姍姍. "The Relationship between Psychological Contract Breach, Emotional Labor and Emotional Exhaustion." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/14133095221723618447.
Full textAbstract:
碩士中國文化大學
國際貿易學系碩士班
95
Today the relationship between organizations and employees are no more stable than the past, the labor contracts standardize the rights and obligations. The psychological contract is a specific contract, it is an employee's belief abut the mutual obligations. Many enterprises carries out the restructuring and downsizing to promote their competition in these latter years, but these strategies ignore the value of the employees. Therefore, the employees and organizations have to use psychological contract to maintain the relationships. When the employee has psychological contract breach, it may influence his behaviors and reduced the employee's belief and loyalty and so on. The purpose of this study is to examine the relationship among psychological contract breach (PCB), emotional labor (EL) and Emotional Exhaustion (EE) about first line employees. The study adopted anonymous questionnaires, the data samples were 273 first line employees, and the response rate was 87.91%. The results are as follows: 1. PCB did not affect surface acting, but influenced deep acting negatively. 2. Surface acting did not affect EE, but deep acting influenced EE negatively. 3. PCB influenced EE directly. 4. Above results was run by path analysis revealed the intervening variable (deep acting) had obvious impact on PCB and EE. The authors discussed the implications for theory and practices, and suggestions for the further study.
48
Tsai, Jui-Ling, and 蔡瑞玲. "Relationships among Workaholism and Psychological Contract Breach and Workplace Deviance Behavior." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/53769212130786425659.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
100
Following the trend of globalization, the competition among enterprises is fiercer than ever, this also makes the employees to enhance their competitiveness and work harder, workaholic phenomenon will subsequently become more significant. In the past years, either enterprise or academies has different views that workaholic impact is crisis or opportunity. Deviant behavior is also a common problem in today’s workplace, and brings negative impact for the whole organization. This study is aimed to understand the relationship between the workaholism and workplace deviance behavior for the em-ployees of enterprises, and to explore the intermediary results of psychological contract breach between the workaholism and workplace deviance behavior. This study used questionnaires, through convenience sampling method to obtain 342 valid samples to explore the influence of workplace deviance behavior caused by the workaholism.The results show: (1) workaholic nature has a significant positive im-pact to deviant behavior in the workplace; (2) workaholic nature has a significant posi-tive impact to psychological contract breach; (3) when an employee has a high degree psychological contract breach, it also shows a high degree in organizational and inter-personal behavior in the workplace, both of them were associated with significantly positive nature; (4) psychological contract breach doesn’t show intermediate results between the workaholism and the workplace deviance behavior. Finally, we summarize conclusions and theoretical and practical implications of this study and discuss the research limitations and proposals for the future research.
49
Hsieh, Wan-Ling, and 謝宛伶. "The Causal Mechanism of Psychological Contract Breach Toward Kindergarten Teachers’Job Behaviors." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/74582111867303368010.
Full textAbstract:
碩士國立東華大學
幼兒教育學系
99
The majority of past research focused on the topic of prompting organizational members to increase behavior that benefit organizations. However, not enough attention has been devoted to how to decrease psychological contract breach and organizational withdrawal behaviors of employees, both of which are equally crucial to the performance and sustainability of businesses. Lacking even more is related research on preschool education. For this reason, this study will investigate the mechanism of influence of psychological contract breach on the job behaviors of kindergarten teachers (including organizational commitment and organizational withdrawal behaviors). Intervening variables of negative emotions and organizational commitment are incorporated in the study in order to have a better understanding of such a mechanism. A survey using self-constructed questionnaire was conducted on kindergarten teachers of public and private day care centers and kindergartens in Taiwan for analysis. The analysis results show that the level of psychological contract breach and negative emotions of kindergarten teachers at work is quite severe. The teachers’ value commitments may be high, but the intent to stay at a job is minimal. Interestingly, the research shows teachers are inclined to display behavior beneficial to organizations. Moreover, in terms of organizational withdrawal behaviors, the study finds that teachers frequently experience burnout and have thoughts of switching jobs. When analyzing causal relations, it is found that the higher the level of the psychological contract breach of kindergarten teachers is, the more severe are their negative emotions. This correlation subsequently causes a decrease in organizational commitment and organizational citizenship behaviors, and an increase in the inclinations to resign. Furthermore, Negative emotions multiplying as a result of high psychological contract breach gives rise to burnout and lack of input among teachers. This is the only influence of path that does not need the intervening variable of organizational commitment.
50
劉建麟. "Study on the relationship between psychological contract, psychological contract violation, job satisfaction and turnover intention of housing agency." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/rz7wm9.
Full textAbstract:
碩士長榮大學
高階管理碩士在職專班(EMBA)
107
This study contributes to analyze transactional psychological contract that realtors perceived on job satisfaction. Relational psychological contract that realtors perceived is the next analysis. Psychological contract breach by employers that realtors recognized on job satisfaction is further analyzed. Finally the analysis focuses on the medication by virtue of job satisfaction. This study subjects were realtors who attended Tainan City continuous training in 2018 and were given questionnaires in which hierarchical regression was used to analyze the medication. The result indicates that job satisfaction plays the role of partial mediator between transactional psychological contract and turnover intention. Secondly, job satisfaction displays complete mediation between relational psychological contract and turnover intention. Furthermore, job satisfaction displays incomplete mediation between psychological contract breach and turnover intention.