Date of Award
2008
Publication Type
Master Thesis
Degree Name
M.A.
Department
Psychology
Keywords
Psychology
Supervisor
Catherine Kwantes
Rights
info:eu-repo/semantics/openAccess
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Abstract
Psychological contracts are the beliefs an individual holds concerning terms of an agreement—which are implicit in nature—between the individual and the organization (Rousseau, 2000). The current study examined the effects of violation of the psychological contract on employee outcomes, and specifically how this effect may differ depending on the employee's organizational commitment profile, level of trust, and type of psychological contract. Violation of the psychological contract has been linked to negative workplace behaviours (Sturges, Conway, Guest & Liefooghe, 2005); however, limited research has investigated the role of moderators. Results indicated that trust and transactional contract type moderate the relationship between contract violation and employee outcomes and relational contract type moderates the relationship between contract fulfillment and employee outcomes. Further results indicated that the existence of moderators is dependent on the type of employee outcomes examined. Implications of these finding for employers and employees in the workplace are discussed.
Recommended Citation
Kraft, Joanna M., "Psychological contracts and organizational commitment profiles: Effects of contract fulfillment and violation on employee outcomes" (2008). Electronic Theses and Dissertations. 8232.
https://scholar.uwindsor.ca/etd/8232