The mitigating role of leader‒member exchange when perceiving psychological contract violation: a diary survey study among volunteers

Griep, Yannick; Vantilborgh, Tim; Baillien, Elfi; Pepermans, Roland

doi:10.1080/1359432x.2015.1046048

Cited by 70 publications

(95 citation statements)

References 81 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…We contacted respondents via email and asked them to complete a general demographic survey prior to completing ten short daily surveys. We chose this design because (1) several scholars have demonstrated the short-term volatile nature of our concepts under study (e.g., Dalal, Lam, Weiss, Welch, & Hulin, 2009;Griep et al, 2016;Johnson & O'Leary-Kelly, 2003), (2) recall errors are far less likely to occur with shorter time intervals (e.g., Mitchell & James, 2001), and (3) a 2week record-keeping period represents a stable and generalizable estimate of life (Wheeler & Reis, 1991). We sent daily surveys at 4 PM and gave respondents until midnight to complete the survey.…”

Section: Methodsmentioning

confidence: 99%

See 1 more Smart Citation

Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behaviour

Griep

Vantilborgh

2018

J Occupat & Organ Psyc

Self Cite

View full text Add to dashboard Cite

Although counterproductive work behaviour towards the organization (CWB‐O) or supervisors (CWB‐S) is commonly treated as a reaction to psychological contract breach (PCB), we propose that the PCB‐CWB relationship is recursive and that CWB may increase the likelihood to perceive PCB through its effects on self‐esteem and subsequently on organizational cynicism. By estimating a two‐level time‐lagged mediation model on daily data from 103 US employees (904 observations), we found evidence for this hypothesized chain of events. These findings demonstrate that PCB and CWB happen with reference to past perceptions of PCB and/or CWB and future anticipations of PCB and/or CWB. We discuss suggestions for future research and novel practical implications in preventing further escalation. Practitioner points When employees perceive that their organization has breached its obligations, employees are likely to retaliate by engaging in acts of CWB‐O and CWB‐S. Employees are likely to suffer from reduced self‐esteem and increased cynicism when they have engaged in CWB‐S following a PC breach. When employees become more cynical, they are more likely to perceive future PC breaches. Based on the reciprocal nature of our findings, this study highlights the need to update existing theories, as well as indicates the need for swift interventions in the aftermath of PC breach and enactment of CWB.

show abstract

Section: Methodsmentioning

confidence: 99%

“…Because one's colleagues cannot be held responsible for upholding the PC between an employee and his or her employer, CWB-I is an unlikely outcome in the aftermath of PCB(Griep, Vantilborgh, Baillien, & Pepermans, 2016). Hence, I only focused on CWB-O and CWB-S throughout the remainder of this paper.…”

mentioning

confidence: 99%

Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behaviour

Griep

Vantilborgh

2018

J Occupat & Organ Psyc

Self Cite

View full text Add to dashboard Cite

show abstract

“…Studies have shown that psychological contract violation is negatively related to outcomes such as job satisfaction (Callea et al, 2016), turnover intentions (e.g., Arshad, 2016; Salin and Notelaers, 2017), depressive mood states (Priesemuth and Taylor, 2016) and counterproductive behavior (Griep et al, 2016). Yet, there is not a lot of knowledge and understanding about the way in which employees cope with psychological contract violation and how the coping process leads to restoration of the psychological contract.…”

Section: Introductionmentioning

confidence: 99%

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

et al. 2018

View full text Add to dashboard Cite

Recently, scholars have emphasized the importance of examining how employees cope with psychological contract violation and how the coping process contributes to psychological contract violation resolution and post-violation psychological contracts. Recent work points to the important role of problem-focused coping. Yet, to date, problem-focused coping strategies have not been conceptualized on a continuum from constructive to destructive strategies. Consequently, potential differences in the use of specific types of problem-focused coping strategies and the role these different strategies play in the violation resolution process has not been explored. In this study, we stress the importance of focusing on different types of problem-focused coping strategies. We explore how employee upward dissent strategies, conceptualized as different forms of problem-focused coping, contribute to violation resolution and post-violation psychological contracts. Two sources of data were used. In-depth interviews with supervisors of a Dutch car lease company provided 23 case descriptions of employee-supervisor interactions after a psychological contract violation. Moreover, a database with descriptions of Dutch court sentences provided eight case descriptions of employee-organization interactions following a perceived violation. Based on these data sources, we explored the pattern of upward dissent strategies employees used over time following a perceived violation. We distinguished between functional (thriving and reactivation), dysfunctional (impairment and dissolution) and deserted psychological contract end states and explored whether different dissent patterns over time differentially contributed to the dissent outcome (i.e., psychological contract end state). The results of our study showed that the use of problem-focused coping is not as straightforward as suggested by the post-violation model. While the post-violation model suggests that problem-focused coping will most likely contribute positively to violation resolution, we found that this also depends on the type of problem-focused coping strategy used. That is, more threatening forms of problem-focused coping (i.e., threatening resignation as a way to trigger one’s manager/organization to resolve the violation) mainly contributed to dysfunctional and deserted PC end states. Yet, in some instances the use of these types of active coping strategies also contributed to functional violation resolution. These findings have important implications for the literature on upward dissent strategies and psychological contract violation repair.

show abstract

“…Bal & Kooij, 2011;Hess & Jepsen, 2009;Lub, Bal, Blomme, & Schalk, 2016;Nikolaou, Tomprou, & Vakola, 2007;Orvis, Dudley, & Cortina, 2008;Raja et al, 2004); and, various moderating and mediating mechanisms of PC breach effects (e.g. Deery, Iverson, & Walsh, 2006;Griep, Vantilborgh, Baillien, & Pepermans, 2016;Montes & Irving, 2008;Robinson, 1996;Turnley, Bolino, Lester, & Bloodgood, 2004). Research has identified and remedied various methodological shortcomings (e.g.…”

Section: Psychological Contractsmentioning

confidence: 99%

“…Bankins, 2015) and the dynamics of PC processes over time (e.g. Griep, Vantilborgh, Baillien, et al, 2016;Solinger, Hofmans, Bal, & Jansen, 2016).…”

Section: Psychological Contractsmentioning

confidence: 99%

Psychological contracts: enhancing understanding of the expatriation experience

O’Donohue

Hutchings

Hansen

2017

The International Journal of Human Resource Management

View full text Add to dashboard Cite

In this introduction, we undertake a critical review of the state of research examining psychological contracts (PCs) as they pertain to the experience of expatriation and expatriates. Though expatriation as an activity has diversified greatly in recent decades -with the growth of self-initiated expatriation, more short-term, flexible and commuter assignments and a broadening of the expatriate profile with a wider range of people choosing to expatriate -there has been limited research published thus far examining expatriates' perceptions of their PC and how it is affected by working inter-culturally. This introduction briefly traces the history of PC research and expatriates/expatriation and the employment relationship, and then considers the extant research specifically examining PCs in relation to expatriates/ expatriation. The articles included in the special issue address a range of areas identified in the call for papers and provide valuable insights into expatriation and expatriates' experience including: expatriate PC breach; expatriate PC fulfilment; preand post-assignment PC as perceived by repatriates; PC of flexpatriates; and, episodic formation of expatriate PCs. Given the relatively underexplored area of expatriate/expatriationrelated PC research, the special issue establishes a platform for undertaking future research in this field.

show abstract

The mitigating role of leader‒member exchange when perceiving psychological contract violation: a diary survey study among volunteers

Cited by 70 publications

References 81 publications

Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behaviour

Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behaviour

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

Psychological contracts: enhancing understanding of the expatriation experience

Contact Info

Product

Resources

About