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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
Psicothema
|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.
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.
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