Breach of Psychological Contract and Quality of Life; Psychosomatic Strain as Mediator and Power Distance as Moderator

Abstract

This study empirically examined the impact of breach of psychological contract on employees’ quality of life via the mediating mechanism of psychosomatic strain, while facilitating effect of power distance was also examined. Data were collected from a sample of 183 employees using a questionnaire. Results confirm that the breach of psychological contract declines employees’ quality of life, while mediating role of psychosomatic strain in this particular relationship was also established. Contrary to expectations, power distance does not act as a moderating variable. Implications, limitation and future research direction are discussed.

Psychological Contract and Employee Engagement; The Mediating role of Job-Stress, evidence from Pakistan

“…Based on the analysis, it is revealed that a strong, balanced form of exchange relationship or psychological contract has been formed with the employer, thus yielding positive results for the organization in terms of employees being actively engaged in and experiencing a moderate level of stress (Blau, 1964). As suggested by the literature, an unbalanced form of exchange relationship (an instrumental PC) has more negative consequences for the organization, because the employees feel that the organization did not reciprocate in the desired manner and their PC has been breached or violated which ultimately contributes to a high level of strain (Asad, 2017;Gakovic & Tetrick, 2003;Hakanen, Bakker & Shaufeli, 2006).…”

Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

“…The relationship paradigm has received considerable attention from academics and practitioners in the past several decades. Argyris (1960) first referred to the concept of individual psychological contract to attracting, maintaining, and enhancing individual employees" relationships. Various scholars contributed their views to sets out the employment rights and obligations since the born of social exchange in 1960s (Argyris, 1960;Blau, 1964).…”

“…Argyris (1960) first referred to the concept of individual psychological contract to attracting, maintaining, and enhancing individual employees" relationships. Various scholars contributed their views to sets out the employment rights and obligations since the born of social exchange in 1960s (Argyris, 1960;Blau, 1964). Argyris (1960) was the first to use the term individual psychological work contract to define the implicit agreement between employers and their employees.…”

“…Various scholars contributed their views to sets out the employment rights and obligations since the born of social exchange in 1960s (Argyris, 1960;Blau, 1964). Argyris (1960) was the first to use the term individual psychological work contract to define the implicit agreement between employers and their employees. Moreover, the work of Levinson et al (1962) and Schein (1965) was popularized the concept of individual psychological contract.…”