THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS

By Hao Zhao, Sandy J. Wayne, Brian C. Glibkowski, Jesus Bravo. 2007

1,632 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5a9a57fc2a6d67f389c82ca5263c3e634fc07736

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

The relations between work centrality, psychological contracts, and job attitudes: The influence of age (2011, background): “The employment relationship is conceptualized in terms of psychological contracts between employees and their organizations, which have been found to have a positive impact on job attitudes and work behaviours (see, eg, Bal, de Lange, Jansen, & van der Velde, 2008 ; Zhao, Wayne, Glibkowski, & Bravo”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Affective commitment and turnover intention are considered important for organizations because these are well known predictors of performance and turnover (Zhao et al. 2007).”
How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies (2013, result): “In line with this, meta-analytic work has shown that when psychological contracts are unfulfilled or breached, employees tend to respond strongly by reducing commitment and performance (Zhao et al., 2007).”
To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, background): “However, when employees perceive a breach in this psychological contract by an organization, emotional exhaustion, cynicism (Johnson & O’LearyKelly, 2003), and higher turnover intention (Zhao et al., 2007) are common likely responses from employees (Lum, Kervin, Clark, Reid, & Sirola, 1998).”
Psychological contract breach and job attitudes: A meta-analysis of age as a moderator (2008, methodology): “Zhao et al. (2007) argue that in particular psychological contract breach is perceived as such a negative event.”
The mediating role of frustration of psychological needs in the relationship between job insecurity and work related well–being (2012, background): “Furthermore, belongingness frustration may be associated with psychological contract breach, because broken expectations regarding the exchange between the employee and the employer may create distrust in the social relationships at work (Zhao, Wayne, Glibkowski, & Bravo, 2007 ).”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “…that psychological contract breach is relatively common (Robinson & Rousseau, 1994) and that it is associated with various negative outcomes such as lowered citizenship behaviors, reduced commitment and satisfaction and higher intention to quit the organization (e.g., Zhao et al., 2007).”
The role of future time perspective in psychological contracts: A study among older workers (2010, methodology): “The psychological contract has been used widely as a framework for understanding the employment relationship and explanation of job attitudes and behaviors (Guest, 2004; Zhao et al., 2007).”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “Consistent with these theories, the results of numerous studies (e.g., Bal et al., 2008; Conway & Briner, 2005; E. W. Morrison & Robinson, 1997; Zhao et al., 2007) have shown that both PC breach and PC violation are associated with negative job attitudes and work behaviors.”