scholarly journals Psychological contract violation and turnover intention

2020 ◽  
Vol 10 (2) ◽  
pp. 160-169
Author(s):  
Havana Sevcan Kurt
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Intention To Leave ◽  
Call Centre ◽  
Contract Breach ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
The Social ◽  
Contract Violation

The purpose of this research was to examine the role of loyalty where employees perceive the effect on their psychological contract breach of the bank’s intention to leave the call centre operating in Turkey. For this purpose, the literature was examined and a research questionnaire was prepared based on the psychological contract violation (PC), intention to quit and perception of loyalty. This survey was used to collect data of 634 banking call centres operating in Turkey using the sampling method. Statistical Package for the Social Sciences 25 and LISREL 8.7 statistical package programmes were applied in the analysis of the research data. Structural equation modelling was used to test the research hypothesis. In the relationship between (PC) and turnover intention, employee-perceived loyalty has a partial mediating role. This result is considered important for bank managers and human resources specialists who want to improve their success and the quality of the service they offer to their customers. In this study, only the perceptions of the employee were examined. It is also recommended to examine the perceptions of managers working in different sectors.   Keywords: Loyalty, psychological contract violation, turnover intention.

scholarly journals PELANGGARAN DAN PENCABULAN KONTRAK PSIKOLOGI SERTA KESANNYA TERHADAP TINGKAH LAKU DEVIAN DI TEMPAT KERJA (Breach and Violation of Psychological Contract and its Effect on Workplace Deviance)

2020 ◽  
Vol 27 ◽  
Author(s):  
Rasidah Arshad ◽  
Ema Nurmaya
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Structural Equation ◽  
Past Research ◽  
Measurement Model ◽  
Workplace Deviance ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Psychological Contract Violation ◽  
Contract Violation

Tingkah laku devian di tempat kerja didapati memberi kesan negatif bukan sahaja kepada pekerja tetapi juga kepada organisasi secara keseluruhan. Dapatan kajian lepas menunjukkan anteseden atau punca yang mempengaruhi tingkah laku devian di tempat kerja terdiri daripada faktor individu iaitu faktor diri pekerja, dan faktor situasi yang berkaitan dengan organisasi. Kajian ini dijalankan untuk mengkaji hubungan antara pelanggaran dengan pencabulan kontrak psikologi (sebagai faktor peramal) dengan tingkah laku devian di tempat kerja. Secara khususnya, kajian ini menghipotesiskan wujudnya hubungan langsung antara pelanggaran kontrak psikologi dengan tingkah laku devian serta hubungan tidak langsung menerusi pencabulan kontrak psikologi. Kesahan model pengukuran dan hipotesis diuji menggunakan teknik statistik Model Persamaan Berstruktur (SEM) dengan menggunakan data yang dikumpulkan daripada 477 orang jururawat di Indonesia. Selaras dengan kerangka kerja Morrison dan Robinson (1997), dapatan kajian ini menunjukkan wujudnya hubungan tidak langsung yang signifikan antara pelanggaran kontrak psikologi dengan tingkah laku devian menerusi pencabulan kontrak psikologi sebagai pemboleh ubah pengantara. Secara teorinya, kajian ini dapat menyumbang kepada literatur menerusi penggunaan teori kontrak psikologi dalam menerangkan tingkah laku devian di tempat kerja. Abstract Workplace deviance behaviour was found to not only harm employees but also the organisation as a whole. Findings from past research have shown that individual and situational or organisational factors act as antecedents of deviant behaviour. The purpose of this paper is to examine the relationship between psychological contract breach, violation and workplace deviance. Specifically, this study hypothesised both direct relationship between psychological contract breach and workplace deviance, and indirect relationship between the two variables via psychological contract violation. To test the validity of the measurement model and to test the hypotheses, Structural Equation Modelling (SEM) statistical technique was employed to analyse the survey data collected from 477 nurses in Indonesia. Consistent with Morrison and Robinson’s (1997) framework, the results showed that psychological contract violation mediates the relation between psychological contract breach and workplace deviance. Theoretically, this study contributes to the existing literature by expanding the utility of psychological contract theory in explaining workplace deviant behaviours. Keywords: Psychological contract, breach, violation, workplace deviance, social exchange theory.  

scholarly journals Impact of Psychological Contract Violation on Information Technology-Based Educational Institutions of Kolkata and Suburbs

2019 ◽  
Vol 8 (4) ◽  
pp. 11221-11227
Keyword(s):  
Human Resources ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Educational Institutions ◽  
Time Zone ◽  
Contract Breach ◽  
Psychological Contract Violation ◽  
Leadership Failure ◽  
Contract Violation

Human resources of any organization, industrial or educational, being rational in nature are highly responsive to any stimulus. Employees are human resources and are the only animate resources. So they need to be properly led and managed. To any organization or institution efficient and skilled employees are assets. So, the institutions always try to meet their expectations to avoid attrition. Desired outcome, therefore, demands deft and proper leadership. Failure in this field paves the way for Psychological Contract Violation (PCV), and the consequences follow accordingly. All candidates seeking job are not employable. Employable candidates are generally required to be skilful, intelligent and mentally prepared to cope up with upcoming changes and newer technological devices. This is more particularly true of IT-based educational organizations and institutions like engineering or technical and management colleges of Kolkata and suburban areas. Employees here are very conscious of what they get and what the employers committed while appointing them. If there is a gap between the two, chances of breaking psychological contract increase due to psychological contract breach or psychological contract violation. The authors here have compared effects of psychological contract violation on trust, commitment and turnover intention of working-staff of Kolkata’s IT based technological institutions and those of suburban institutes . These are the geographic locations of focus. By means of convenience sampling they collected 257 data. After completing the data cleaning process they analyzed the same with the help of Statistical Package of Social Sciences (SPSS). Our contributions are: (a) identification of positive and significant relation between PCV and Affective Commitment (AC), (b) highlighting ‘social factors’ and ‘time zone factors’ and finally , (c) revelation of the fact that PCV may not be an indicator of turnover intention, while adopting changes and new technological devices. The steps taken at this point of time will determine whether employers are capable of avoiding psychological contract violation. PCV is a dynamic phenomenon. Future researchers may throw more light on other aspects, if any, of the issues concerned.

Abusive supervision and knowledge hiding: the mediating role of psychological contract violation and supervisor directed aggression

2019 ◽  
Vol 24 (2) ◽  
pp. 216-234 ◽  
Author(s):  
Sajeet Pradhan ◽  
Aman Srivastava ◽  
Dharmesh K. Mishra
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Final Sample ◽  
It Employees ◽  
Knowledge Hiding ◽  
Contract Violation

Purpose The purpose of this study is to test the relationship between abusive supervision and employee’s knowledge hiding behaviour among Indian information technology (IT) employees. The paper also strives to theoretically discuss and then seek empirical evidence to the two mediational paths (namely, psychological contract violation and supervisor directed aggression) that explain the focal relationship between abusive supervision and knowledge hiding. Design/methodology/approach To test the proposed hypotheses, the study draws cross-sectional data from Indian IT employees working in various IT firms in India. Data were collected at two time points (T1 and T2) separated by one month to counter the priming effect and neutralize any threat of common method bias. The final sample of 270 valid and complete responses was analysed using SmartPLS 3 to test the hypotheses. Findings Results showed that abusive supervision is positively related to employee’s knowledge hiding behaviours. Also, both psychological contract violation and supervisor directed aggression partially mediates the abusive supervision-knowledge hiding behaviour linkage. Originality/value First, the current study has tested the positive relationship between abusive supervision and knowledge hiding behaviours unlike most of the previous investigations that have focussed on knowledge sharing behaviour (the two are different constructs having different antecedents). Second, the study also empirically investigated the two parallel mediational routes, namely, psychological contract violation and supervisor directed aggression that explains the blame attributed by the beleaguered employee that led to covert retaliatory behaviour, such as knowledge hiding.

The effect of nepotism on tolerance to workplace incivility: mediating role of psychological contract violation and moderating role of authentic leadership

2020 ◽  
Vol 41 (4) ◽  
pp. 597-613 ◽  
Author(s):  
Hasan Evrim arici ◽  
Huseyin Arasli ◽  
Nagihan Cakmakoglu Arici
Keyword(s):  
Psychological Contract ◽  
Authentic Leadership ◽  
Family Members ◽  
Workplace Incivility ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Moderating Role ◽  
Contract Violation

PurposeThis multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.Design/methodology/approachUsing time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.FindingsThe findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.Originality/valueThis study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.

Linking Workplace Bullying and Work Engagement: The Mediating Role of Psychological Contract Violation

2017 ◽  
Vol 4 (1) ◽  
pp. 42-71 ◽  
Author(s):  
Arpana Rai ◽  
Upasna A Agarwal
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Workplace Bullying ◽  
Theory And Practice ◽  
Full Time ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Underlying Mechanisms ◽  
Managerial Employees ◽  
Contract Violation

While decades of research on workplace bullying has resulted in a sound understanding of its consequences, the effects of workplace bullying on positive employee outcomes and the underlying mechanisms in bullying–outcomes relationships are not well understood. The present study examines the relationship between workplace bullying and work engagement and whether it is mediated by psychological contract violation (PCV). Data were gathered from a sample of 835 full-time managerial employees working in different Indian organizations across manufacturing and service sectors. Results suggest that workplace bullying is significantly related to work engagement and this relationship is partially mediated by PCV. Implications for theory and practice are discussed.

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