"Union Yes": The Moderating Effects of Union Instrumentality on Psychological Contract Violations

Abstract

Few empirical studies of psychological contracts have examined the role of unions and unfulfilled psychological contracts. This study has developed and tested a model proposing that union instrumentality moderates the relationship between psychological contract breach (PCB) and psychological contract violations (PCVs), and has investigated the mediating effects of such violations on the relationships between PCB and union commitment and trust in management (n = 215). Moderated regression analyses revealed that there was a significant interaction between PCB and union instrumentality in predicting PCVs. Specifically, the positive relationship between PCB and PCVs was weakened among employees endorsing high union instrumentality. Further, PCVs were associated with increased union commitment and decreased trust in management. Analyses also revealed that PCVs partially mediated the relationships between PCB and union commitment and trust in management. The importance of the findings is discussed and recommendations for future research are provided.

Moderated Mediation between High Performance Work Systems (HPWS) and Employee Voice Behavior: The Role of Psychological Safety and Supportive Leadership

“…Organizational investments in HPWS are related to reducing perceptions of psychological contract violations. Employees see these investments as an indicator of good intentions on the part of their organization, reduce disappointments in their expectations (Braekkan, 2012), feel psychologically safe (Agarwal & Farndale, 2017) and, consequently, exhibit voice behavior (Walumbwa & Schaubroeck, 2009). It suggests that employees' psychological safety can be a possible mediator of the relationship between HPWS and voice behavior because previous research informs that HPWS predict psychological safety (Agarwal & Farndale, 2017) and psychological safety promotes voice behavior (Cheng et al, 2014).…”

An Exploration of Social Media-Enabled Voter Relationships through uses and Gratifications Theory, Psychological Contract and Service-Dominant Orientation

“…This mutual understanding regarding expectations and obligations are derived from past experiences, the party's policies, the candidate's promises and the party's or candidate's legacy. Although the psychological contract has not been applied to voter relationships, it has been utilised to study the relationship between members and labour unions (Braekkan, 2013; Turnley et al, 2004). This study uses the concept of psychological contract to investigate the second research question:…”

High-performance work systems and future time perspective mediation through two lenses courage and well-being: testing a serial mediation mechanism

“…2. Literature review 2.1 Underpinning theory SET is considered to be the most relevant theory to visualize the impact of HPWS on individual-level behavioral constructs (Kaushik and Mukherjee, 2021), such as employee creativity (Tang et al, 2017), psychological contract violations (Braekkan, 2012), job satisfaction (Zhang et al, 2020) and information exchange (He et al, 2018). It has been noted that a series of social exchange processes intervene in the relationship between human resource practices and their influence on employees' behavioral outcomes (Kehoe and Wright, 2013;Takeuchi et al, 2009).…”