It is hard to forget what comes around: Time‐lagged effects of employers' non‐fulfillment of psychological contract

Abstract

Psychological contract (PC) has received great theoretical and research interest in the framework of the employment relationship. Although current research has described its consequences using several different perspectives, less attention has been placed on examining how PC develops. The current time‐lagged study tests a model that incorporates three social exchange indicators: employer contract fulfillment, PC violation, and organizational justice. Using a two‐wave survey data from 203 Spanish workers, we test a serial multiple mediation model that identifies the mechanism to explain the reciprocal exchange between the individual and the organization. The results provide evidence that employer contract fulfillment influences employees' contribution in return over time through the sense of PC violation and perceptions of organizational justice.

Employment expectations: examining the effect of psychological contract fulfillment on bridge employees' personal and work attitudes

“…Within our sample perception of PCF had positive associations with job satisfaction, affective and normative commitment and bridge employees' plan to continue with their current job. Such findings are not surprising considering unfulfillment of psychological contracts, or a sense of failed reciprocation, may signal a lapse in organizational justice among bridge employees (Estreder et al. , 2021).…”

“…Within our sample perception of PCF had positive associations with job satisfaction, affective and normative commitment and bridge employees' plan to continue with their current job. Such findings are not surprising considering unfulfillment of psychological contracts, or a sense of failed reciprocation, may signal a lapse in organizational justice among bridge employees (Estreder et al, 2021). Such a perception of injustice may be especially harmful for bridge employees as they are often aware of and subject to age-related stigma and discrimination at places of work (Finkelstein, 2015).…”

Exploring student psychological contract in the hybrid mode of business education: a mixed-method study

“…These could include inputs from social networks or positive and negative experiences from previous organizations and employees (Sherman and Morley, 2015). Earlier studies have proposed positive outcomes, such as job satisfaction and employee morale improvements upon fulfillment of the psychological contract (Estreder et al, 2021). Conversely, its violation could result in negative feelings and emotions leading to low morale, negative attitude, poor performance, low job satisfaction and turnover (Morrison and Robinson, 1997;Zhao et al, 2007).…”

“…As they aspire to launch their career, numerous factors play a formative role. A satisfying student experience with enhanced socio-psychological well-being results from their perception of psychological contract fulfillment (Estreder et al, 2021). Any divergence between a student's experience and expectations can indicate students who are at risk (Spies et al, 2010).…”

“…These could include inputs from social networks or positive and negative experiences from previous organizations and employees (Sherman and Morley, 2015). Earlier studies have proposed positive outcomes, such as job satisfaction and employee morale improvements upon fulfillment of the psychological contract (Estreder et al. , 2021).…”