Effect of Psychological Contract Breach on Workplace Deviant Behaviors with the moderating role of Revenge Attitude and Self-Control.

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

doi:10.1504/ijlc.2019.10023415

Cited by 6 publications

(7 citation statements)

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“…The agenda of present study is to extend the work of Ishaq & Shamsher (2016) by filling gap as recommended for future research direction as well that is to test work motivation as moderator between the relationship of breach of psychological contract and workplace deviant behavior.…”

Section: Introductionmentioning

confidence: 99%

Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Malik¹,

Bakri²,

Ajmal³

et al. 2019

IJARBSS

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The present study examined the effect of psychological contract breach on workplace deviant behavior with the help of social exchange theory. Furthermore, the current study also investigated the buffering effect of work motivation between the relationship of psychological contract breach and workplace deviant behavior. The current study was quantitative and cross-sectional survey was designed to collect data. Data was gathered using structured questionnaire. Stratified sampling method used to select sample and final sample comprised of 306 employees working in banks of Gujrat, Pakistan. Proposed model was analyzed by using reliability, correlation and hierarchal regressions with the help of IBM SPSS (20.0). Findings revealed a positive association between psychological contract breach and workplace deviant behavior. Moreover, results showed that work motivation significantly moderated the relationship of psychological contract breach and workplace deviant behavior.

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Section: Introductionmentioning

confidence: 99%

Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Malik¹,

Bakri²,

Ajmal³

et al. 2019

IJARBSS

View full text Add to dashboard Cite

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“…Psychological contract breach was found to have significant positive impact on counterproductive work behavior. The relation have been significantly established by many past researchers in different demographics (Ahmed et al, 2016, Ishaq and Shamsher, 2016, Jensen et al, 2010. Griep and Vantilborgh (2018) in their study postulated that psychological contract breach and counterproductive work behavior are associated positively in regards to social exchange theory.…”

Section: Direct Effectmentioning

confidence: 93%

“…But psychological contract breach is a definite source of counterproductive behaviors at work (Ahmed et al, 2016, Ishaq and Shamsher, 2016, Jensen et al, 2010. Based on the social exchange theory, we know that employees with psychological contract breach may believe that they are unfavorably treated by their organization, which could elicit negative attitudes leading to damaging behaviors.…”

Section: Indirect Effectmentioning

confidence: 99%

Impact of Toxic Leadership on Counterproductive Work Behavior with the Mediating role of Psychological Contract Breach and Moderating role of Proactive Personality

Kayani

Alasan

2021

EEA

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This paper focused the conceptualizations of toxic leadership and analyzes the relationship between toxic leadership and counterproductive work behavior (CWB). The mediating role of psychological contract breach was measured between the toxic leadership and counterproductive work behavior, also by analyzing the moderating effect of proactive personality. The selected sample for research comprised of 355 nurses serving in public sector of Pakistan and questionnaire was used as a research tool. Findings of the data revealed that toxic leadership is having a positive significant relationship with CWB and a negative with PCB in partial mediation model. PCB was found to be positively associated with CWB whereas Proactive personality was identified for weakening the relationship of PCB and CWB. The results of the study elaborated that firms ought to illuminate unmistakably to managers about the antagonistic outcomes brought about by toxic oversight, and may join rules or approaches to rebuff toxic practices. Given the counterproductive impact of toxic leadership, more information is exclusively required regarding causes of toxic leadership and the paper concluded with recommendations for future research and action.

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“…The more serious the psychological contract's breach, the more important it is that the employee's workplace should respond to the organization's unproductive behavior. If employees' expectations do not reach at a satisfactory level and irregularities occur, they will use outliers to overcome anger (Ishaq and Shamsher, 2016). Previous research suggests that the rise in CWB may be due to employees' perception of mental breakdown (Zhao et al, 2007, Jensen et al, 2010.…”

Section: Mediating Role Of Psychological Breach Of Contractmentioning

confidence: 99%

Impact of Leaders Despotism on Subordinates Outcomes with Mediation of Psychological Contract Breach

2021

cibg

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The current study adds on to the existing literature by investing the outcomes of despotic leadership. Specifically, we investigate counterproductive work behavior could be a response to despotic supervision by employees' working under them. Moreover, we investigate whether the proactive personalities are better at coping with despotic supervision at workplace. We measured the constructs under investigation from the nurses working in the public hospitals of Pakistan with a total sample of 386 nurses. Quantitative research was conducted by adopting quota sampling (provinces) and convenient sampling respectively. The results support the mediating effect between psychological breach of contract between despotic leadership and counterproductive work behavior. The moderating effect of proactive personality was however found to be insignificant. For individuals, proactive personality traits serve as an improvement of individual personalities to cope with despotic leaders at the job place; for organizations, our study results provide managers with specific despotic traits that may provoke breach of psychological contract and result into counterproductive work behavior. The current study adds on to the literature of despotic leadership specially in relation to workplace outcomes like counterproductive work behavior and psychological breach of contract. Further, the role of proactive personalities is enhanced and elaborated in coping with despotic leaders adding.

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Effect of Psychological Contract Breach on Workplace Deviant Behaviors with the moderating role of Revenge Attitude and Self-Control.

Cited by 6 publications

References 0 publications

Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Impact of Toxic Leadership on Counterproductive Work Behavior with the Mediating role of Psychological Contract Breach and Moderating role of Proactive Personality

Impact of Leaders Despotism on Subordinates Outcomes with Mediation of Psychological Contract Breach

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