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Work Group Climate and Behavioral Responses to Psychological Contract Breach
Yimo Shen1, John M Schaubroeck2, Lei Zhao3
1School of Psychology, Southwest University, Chongqing, China.
Frontiers in Psychology
|February 20, 2019
Summary
Psychological contract breach negatively impacts job performance and citizenship behavior, especially in work groups with high procedural justice. Power distance climate had less impact. This research offers insights into employee-organization relationships.
Area of Science:
- Organizational Psychology
- Social Psychology
Background:
- Psychological contract breach can negatively affect employee behavior and performance.
- Work group climate, including procedural justice and power distance, may influence this relationship.
Purpose of the Study:
- To investigate how work group climate moderates the impact of psychological contract breach on in-role performance and organization-directed citizenship behavior (OCBO).
- To examine the specific roles of procedural justice climate and power distance climate.
Main Methods:
- Drawing on social exchange and social information processing theories.
- Empirical examination of the relationship between psychological contract breach, work group climate (procedural justice, power distance), in-role performance, and OCBO.
Main Results:
- Psychological contract breach significantly and more strongly influences in-role performance and OCBO in units with favorable procedural justice climates.
- The moderating effect of power distance climate was less conclusive.
Conclusions:
- Procedural justice climate plays a crucial role in mitigating the negative effects of psychological contract breach on employee performance and behavior.
- Findings have implications for understanding employee-organization relationships and informing organizational practices.
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