The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors

Turnley, William H.

doi:10.1016/s0149-2063(02)00214-3

Cited by 236 publications

(416 citation statements)

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“…In contrast, transactional breach was not related to turnover intentions. These findings are consistent with previous research that has found stronger effects for breach of relational contract compared with breach of transactional contract for some outcome variables (Restubog et al, 2006;Turnley et al, 2003). Thomas and Anderson (1996) underlined the importance of the Army context in their study, by drawing on differences in findings due to samples used.…”

Section: Discussionsupporting

confidence: 89%

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Heffernan

Rochford

2017

The Irish Journal of Management

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The aim of this study is to examine whether social networks reduce the effects of psychological contract breach on an employee’s intention to leave the organisation. This paper focusses on two particular elements of the social network in an organisation: (1) social status and (2) local ties/connectedness. Using a sample of 242 responses from officers in the Irish Defence Forces, the results provide empirical evidence of the impact of psychological contract breach on officer turnover intentions. The results also demonstrate that perceptions of social networks moderate the relationship between psychological contract breach and turnover intentions through social status. Contrary to expectations, strong connectedness with senior officers was also found to be a moderator but not in the direction that was hypothesised. The theoretical and practical implications of these results are discussed.

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Section: Discussionsupporting

confidence: 89%

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Heffernan

Rochford

2017

The Irish Journal of Management

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“…We suspect these remaining direct effects point to the importance of still other social exchange indicators, such as felt obligation (Eisenberger et al, 2001) and psychological contract fulfillment (Aselage & Eisenberger, 2003;Robinson & Rousseau, 1994;Turnley et al, 2003). Unfortunately, these indicators have not been included in trust studies with enough frequency to be included in our analyses, though both offer useful directions for future research.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance.

Colquitt

Scott

LePine

2007

Journal of Applied Psychology

1,925

1,702

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The trust literature distinguishes trustworthiness (the ability, benevolence, and integrity of a trustee) and trust propensity (a dispositional willingness to rely on others) from trust (the intention to accept vulnerability to a trustee based on positive expectations of his or her actions). Although this distinction has clarified some confusion in the literature, it remains unclear (a) which trust antecedents have the strongest relationships with trust and (b) whether trust fully mediates the effects of trustworthiness and trust propensity on behavioral outcomes. Our meta-analysis of 132 independent samples summarized the relationships between the trust variables and both risk taking and job performance (task performance, citizenship behavior, counterproductive behavior). Meta-analytic structural equation modeling supported a partial mediation model wherein trustworthiness and trust propensity explained incremental variance in the behavioral outcomes when trust was controlled. Further analyses revealed that the trustworthiness dimensions also predicted affective commitment, which had unique relationships with the outcomes when controlling for trust. These results generalized across different types of trust measures (i.e., positive expectations measures, willingness-to-be-vulnerable measures, and direct measures) and different trust referents (i.e., leaders, coworkers).

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“…Thus, psychological contract breach is expected to be negatively related to employee job performance. Moreover, when the organization fulfills its promised obligations, employees may be motivated and engage in discretionary behaviors, including increased effort and organizational citizenship (OCBs; Coyle-Shapiro, 2002;Turnley et al, 2003). Conversely, contract breach may adversely impact organizational citizenship.…”

Section: Relations Of Contract Breach With Work Outcomesmentioning

confidence: 99%

How mass layoffs are related to lower job performance and OCB among surviving employees in Chile: an investigation of the essential role of psychological contract

Bohle

Bal

Jansen³

et al. 2016

The International Journal of Human Resource Management

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This study aimed to investigate how mass layoffs impact surviving employees in organizations. More specifically, this study ascertained the relationships between mass layoffs and employee work behaviors. It was theorized that mass layoffs will be negatively related to employee performance and OCB through its relationships with job insecurity and psychological contract breach. Moreover, it was expected that perceived manager support would buffer against the negative relations of contract breach with employee performance and OCB. A study among 615 employees in multiple Chilean organizations showed support for the hypotheses: job insecurity and psychological contract breach mediated the relationships between mass layoffs and employee performance and OCB. We also found moderating relationships of manager support, but the relations of breach with performance and OCB were particularly negative when manager support was high, indicating feelings of betrayal among high support employees in response to contract breach. Moreover, the relation of contract breach with performance was positive for low-support employees, and non-significant for high-support employees. Our study advances understanding of the processes underlying how mass layoffs influence employee behavior in the workplace, through introducing the psychological contract as a way of understanding the relationships

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The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors

Cited by 236 publications

References 0 publications

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance.

How mass layoffs are related to lower job performance and OCB among surviving employees in Chile: an investigation of the essential role of psychological contract

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