Effect of psychological contract breach on workplace deviant behaviours with the moderating role of revenge attitude and self-control

Saba, Irum; Ashfaq, Azra; Ali, Qurat Ul Ain

doi:10.1504/ijlc.2019.105637

Cited by 2 publications

(6 citation statements)

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“…It contributes to the literature by studying the moderating role of SC on the emotion-aggression relationship through an attributional lens. This study reveals that a higher level of SC can mitigate the negative effect of POO on JN, and these findings prove the role of SC in creating adaptive habits as proposed by previous researchers (Abuseif and Chew Abdullah, 2016; Barton-Crosby and Hirtenlehner, 2021; Brees et al , 2013; DeRidder et al , 2018; Gibney et al , 2009; Galla and Wood, 2015; Gillebaart and De Ridder, 2015; Kashif et al , 2023; Karimi et al , 2014; Saba et al , 2019).…”

Section: Discussionsupporting

confidence: 87%

“…A recent meta-analysis reports that self-control tendencies dampen deviant behaviors such as theft, physical violence and general deviance (Vazsonyi et al , 2017). Moreover, employees with such tendencies are able to regulate negative emotions such as anger and avoid indulgence in deviant behaviors such as workplace bullying (Abuseif and Chew Abdullah, 2016; Barton-Crosby and Hirtenlehner, 2021; Kashif et al , 2023; Saba et al , 2019). However, considering the current study model, it was found that a previous study that investigated organizational characteristics with withdrawal behaviors through organizational frustration tested the dispositional trait of locus of control on the first link, which is organizational characteristics and the frustration link (Heacox and Sorenson, 2007).…”

Section: Discussionmentioning

confidence: 99%

“…It is a disposition characterized by one's ability to manage and resist impulses and temptation (Joireman et al, 2008). In organizational literature, SC is studied in a positive stream, and in challenging situations, individuals with a higher level of SC forgive others more readily and behave more selflessly (Barton-Crosby and Hirtenlehner, 2021; Peetz and Kammrath, 2011;Pronk et al, 2011;Saba et al, 2019;Vazsonyi et al, 2017). It is important to mention that SC plays an important role in automating behaviors (Baumeister, 2002;De Ridder et al, 2018;Fujita et al, 2006;Kashif et al, 2023).…”

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

“…So, it is proposed that the POO frustrates the public sector employees who will indulge in the JN behavior, but the self-control tendencies may dampen this process. This is logical, as self-control helps in the regulation of negative emotions that lead to deviant behaviors (Barton-Crosby and Hirtenlehner, 2021; Kashif et al, 2023;Saba et al, 2019). It is noteworthy that individuals with high SC can restrain their impulsive responses resulting from frustration (Buss, 1961) developed in response to the POO.…”

Section: Literature Reviewmentioning

confidence: 99%

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Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Arif,

Al Hassan

2024

JABS

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Purpose Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration. Design/methodology/approach A three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done. Findings Perceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior. Originality/value The current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.

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Section: Discussionsupporting

confidence: 87%

Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

See 3 more Smart Citations

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Arif,

Al Hassan

2024

JABS

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Psychological contract breach and mental health: the role of equity sensitivity and self-control

Mensah,

Amponsah-Tawiah,

Baafi

2024

OMJ

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Purpose This study aims to extend the literature on psychological contracts, employee mental health, self-control and equity sensitivity among employees in Ghana. Design/methodology/approach Data for this study came from a sample of 484 employees from an organisation in the telecommunication sector of Ghana. The details of the study were discussed with employees after which they were given the choice to participate in the study. Findings The present study found that psychological contract breach is directly associated with mental health and indirectly related to mental health through equity sensitivity and self-control. Originality/value The findings suggest that psychological contracts are important aspects of the employment relationship that could be used to enhance employee mental health. Furthermore, enhancing employees’ self-control and resolving issues of individuals high on equity sensitivity are effective ways that organisations can deploy to sustain mental health in the face of psychological contract breaches.

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Effect of psychological contract breach on workplace deviant behaviours with the moderating role of revenge attitude and self-control

Cited by 2 publications

References 0 publications

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Psychological contract breach and mental health: the role of equity sensitivity and self-control

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