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Related Experiment Videos

Psychological contract breach and outcomes: Combining meta-analysis and structural equation models.

Gabriela Topa Cantisano¹, J Francisco Morales Domínguez, Marco Depolo

¹Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Madrid, Spain. gtopa@psi.uned.es

|August 5, 2008

Summary

A breach in psychological contracts negatively impacts job satisfaction and organizational commitment. This meta-analysis confirms these effects are significant, mediated by organizational trust and commitment, affecting employee behavior and intentions.

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Area of Science:

Organizational Psychology
Human Resource Management

Background:

Psychological contracts are crucial in the employer-employee relationship.
Perceived breaches can lead to various negative employee outcomes.
Understanding these relationships is vital for organizational effectiveness.

Purpose of the Study:

To meta-analytically examine the impact of psychological contract breach on key employee outcomes.
To investigate the mediating roles of organizational trust and commitment.
To explore potential moderator variables influencing these relationships.

Main Methods:

Meta-analytic procedures synthesizing data from 41 independent samples.
Calculation of effect sizes (ES) for desirable and undesirable outcomes.
Structural equation modeling to analyze mediating pathways.

Main Results:

Medium effect sizes were found for both desirable (r=-.35) and undesirable (r=.31) outcomes.
Attitudinal outcomes showed a stronger effect (r=-.24) than behavioral outcomes (r=-.11).
Organizational trust and commitment fully mediated the effects of breach on satisfaction, OCB, intention to leave, and performance.

Conclusions:

Psychological contract breach significantly affects employee attitudes and behaviors.
Organizational trust and commitment are key mediators in this relationship.
Findings offer theoretical and empirical insights for managing employee relations and organizational outcomes.