Investigating the role of psychological contract breach on career success: Convergent evidence from two longitudinal studies

Restubog, Simon Lloyd D.; Bordia, Prashant; Bordia, Sarbari

doi:10.1016/j.jvb.2011.01.006

Cited by 61 publications

(53 citation statements)

References 42 publications

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“…After PCB they will often reduce their commitment or contribute less to the business in terms of in-role or extrarole efforts to restore fairness to the exchange relationship (Turnley et al, 2003). Researchers have consistently indicated that PCB negatively affects the attitudes of employees toward their organization, including attitudes such as affective commitment (Bunderson, 2001;Gakovic & Tetrick, 2003;Lester et al, 2002;Raja et al, 2004;Rousseau, 1995;Shore & Barksdale, 1998;Zhao, Wayne, Glibkowski, & Bravo, 2007), job satisfaction (Lester et al, 2002;Robinson, 1996;Robinson & Rousseau, 1994;Tekleab, Bartol, & Liu, 2005;Zhao et al, 2007), organizational citizenship behavior (Restubog, Bordia, & Bordia, 2011;Robinson, 1996), and performance (Lester et al, 2002;Robinson, 1996). Researchers have also suggested that PCB increases emotional exhaustion (Johnson & O'Leary-Kelly, 2003), mistrust (Zhao et al, 2007) and levels of neglect (Turnley & Feldman, 2000), in addition to negatively affecting employee behavior (Kickul & Lester, 2001;Robinson & Morrison, 1995).…”

Section: Consequences Of Psychological Contract Breachmentioning

confidence: 99%

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Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

Chin

Hung

2013

soc behav pers

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We examined the relationship between psychological contract breach (PCB) and insurance industry workers' turnover intention. We also explored the moderating effects of adversity quotient (AQ) and gender on that relationship. The results showed that turnover intentions were positively affected by PCB, and AQ significantly moderated that relationship. In contrast, the moderating effect of gender was not found to be significant. To retain employees, the findings of this study should be taken into account when developing training programs. However, future researchers should concentrate on different aspects of AQ that may also be relevant to staff turnover.Keywords: psychological contract breach, turnover intention, adversity quotient, gender, insurance industry workers. Tett and Meyer (1993) defined turnover intention as a conscious desire to seek out a job with a new organization. Turnover intention is understood to have a most significant negative impact on organizational effectiveness (Chen,

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Section: Consequences Of Psychological Contract Breachmentioning

confidence: 99%

“…Each type of PCB leads to various outcomes (Restubog et al, 2011;Zagenczyk, Gibney, Few, & Scott, 2011). In this study, we adapted the composite measure to examine the impact of each type of psychological contract on turnover intention.…”

Section: Consequences Of Psychological Contract Breachmentioning

confidence: 99%

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

Chin

Hung

2013

soc behav pers

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“…Nonetheless, Professional Commitment is the commitment under the viewpoint of self-agreement, stressing on the higher commitment of an individual to the affective attachment and agreement with a certain profession (Gentry et al 2012). Since Professional Commitment is based on such professional value and affective agreement, it also agrees with what the members do in the profession (Komarraju et al 2011) and involves in affective investment which presents positive correlations with job satisfaction and citizenship behaviors (Restubog et al 2011), but negative effects on employee turnover intention and positive effects on employee participation intention (Sadeghi and Pihie 2012). Professional Commitment is generated when an employee perceives positive correlations between professional norms or professional obligation and job satisfaction (Venkataramani et al 2010), which appears to have negative effects on employee turnover intention and positive effects on employee participation intention (Zhang et al 2012).…”

Section: Employee Engagementmentioning

confidence: 99%

A Study on the Correlations among Organizational Support, Professional Commitment, and Employee Engagement in Catering Industry

Lo¹,

Fang-Pei

2015

Acta Oeconomica

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The gross product of catering industry in developed countries often exceeds most other industries because of changing styles of societies, economic development, increasing national income, frequent international trade, and convenient and rapid transportation. The economic development in Taiwan has stepped in service-oriented phase from industrial economy and is approaching the mature economy of advanced countries. The marketing and management strategies for catering industry have become important as it is a business related to "people", with more personnel than other industries, mainly providing delicate food, which is regarded as the key in tourism industry, and offering better products and services for customers.Aiming at the staff in Landis Hotels & Resorts as the research subject, total 280 copies of questionnaires are distributed, and 176 valid copies are retrieved, with the retrieval rate 63%. The research fi ndings show the signifi cant correlations between 1. Organizational Support and Professional Commitment, 2. Professional Commitment and Employee Engagement, and 3. Organizational Support and Employee Engagement.

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“…Es decir ¿qué espacios se reserva la organización para evaluar el talento y las expectativas de sus colaboradores? (Restubog, Bordia y Bordia, 2011). ¿Se tiene en cuenta el talento en las políticas de RRHH?…”

Section: Un Nuevo Espacio De Interacción: El Contrato Psicológicounclassified

Optimization of talent in organizations: Focus on the reality from HR Management

Sánchez

2014

ATHENEAD

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Recibido:Primera revisión: Aceptado:En este texto describo mi investigación en relación a la optimización del talento en las organizaciones. La tesis tenía como título "Optimización del talento en las organizaciones: Gestión por expectativas", con el objetivo de analizar los agentes implicados y espacios que la organización dedica a atraer y desarrolla el talento de las personas en sus prácticas cotidianas. Para ello, se ofrece al lector un viaje por la realidad de una organización de servicios, mediante un estudio etnográfico. Palabras clave Gestión del talento Contrato psicológico Etnografía Abstract Keywords Talent management Psychological contract EthnographyIn this paper I describe my research in relation to the optimization of talent in organizations. The thesis was entitled "Optimization talent in organizations: Management by expectations" with the aim of analyzing the stakeholders and spaces that the organization dedicated to attracting and developing talented people in their everyday practices. This provides the reader with a trip by the reality of a service organization, through an ethnographic study.Castilla Sánchez, Antonio (2014). Optimización del talento en las organizaciones: Una mirada desde la realidad de la Dirección de RRHH. Athenea Digital, 14(2), 285-291. http://dx.doi.org/10.5565/rev/athenea.1344 El talento en la organizaciónSi bien la gestión del talento es un ámbito de estudio propio de la dirección de empresas y más concretamente, de las Direcciones de RR.HH, actualmente ha despertado el interés de académicos del ámbito de la psicología de las organizaciones en las últimas décadas. La revisión teórica que se aporta recoge, desde las primeras aproximaciones al concepto talento, (talent management) allá por los años 90, en el ámbito organizacional de la mano de los consultores de McKinsey, hasta las aportaciones hechas sobre talento individual y talento organizacional (HayGroup, 2000) y los modelos explicativos de la gestión del talento desde las políticas de RR.HH, como una forma de gestionar dicho talento en la organización.

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Investigating the role of psychological contract breach on career success: Convergent evidence from two longitudinal studies

Cited by 61 publications

References 42 publications

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

A Study on the Correlations among Organizational Support, Professional Commitment, and Employee Engagement in Catering Industry

Optimization of talent in organizations: Focus on the reality from HR Management

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