nach oben

Journal of Business and Psychology

Erschienen in:

01.12.2010

Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach

verfasst von: Jaclyn M. Jensen, Richard A. Opland, Ann Marie Ryan

Erschienen in: Journal of Business and Psychology | Ausgabe 4/2010

Einloggen

Aktivieren Sie unsere intelligente Suche, um passende Fachinhalte oder Patente zu finden.

search-config

KI-gestützte Suche

Aus

Abstract

Purpose

This study extends the research on counterproductive work behavior (CWB) by examining the psychological contract breaches that trigger employee CWB. Specifically, we explored the relationship between transactional and relational contract breach and five forms of CWB (abuse, production deviance, sabotage, theft, and withdrawal). Further, we considered the role of situational and individual factors that mitigate CWB engagement and examined the moderating effects of organizational policies meant to deter CWB and personality (conscientiousness, agreeableness, and emotional stability).

Design/Methodology/Approach

A total of 357 employees responded to surveys of transactional and relational psychological contract breach, CWB, knowledge of organizational policies, and personality. Relationships were examined via hierarchical linear regression.

Findings

Findings generally supported the notion that transactional and relational breach has differential effects on CWB. However, there was limited support for the moderating effects of policies and individual differences on these relationships.

Implications

Given the consequences of CWB for organizations and individuals, it is important for organizations to understand how transactional and relational contract breach relates to different forms of CWB. In addition, it is important to recognize the limited role that organizational policies and personality have in diminishing CWB.

Originality/Value

Our contribution to this area of study is the parsing of the effects of distinct elements of the psychological contract to specific forms of CWB, so that organizations can achieve a better understanding of which aspects of the psychological contract affect CWB and implement targeted interventions.

Vorheriger Artikel Polynomial Regression with Response Surface Analysis: A Powerful Approach for Examining Moderation and Overcoming Limitations of Difference Scores

Nächster Artikel Perspective Taking and Communication Satisfaction in Coworker Dyads

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Online-Abonnement

Mit Springer Professional "Wirtschaft+Technik" erhalten Sie Zugriff auf:

über 102.000 Bücher
über 537 Zeitschriften

aus folgenden Fachgebieten:

Automobil + Motoren
Bauwesen + Immobilien
Business IT + Informatik
Elektrotechnik + Elektronik
Energie + Nachhaltigkeit
Finance + Banking
Management + Führung
Marketing + Vertrieb
Maschinenbau + Werkstoffe
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Springer Professional "Wirtschaft"

Online-Abonnement

Mit Springer Professional "Wirtschaft" erhalten Sie Zugriff auf:

über 67.000 Bücher
über 340 Zeitschriften

aus folgenden Fachgebieten:

Bauwesen + Immobilien
Business IT + Informatik
Finance + Banking
Management + Führung
Marketing + Vertrieb
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Items are available from the authors upon request.

Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (pp. 267–299). New York: Academic.

Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Thousand Oaks, CA: Sage.

Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational injustice. Organizational Behavior and Human Decision Processes, 89(1), 947–965.CrossRef

Arbuckle, J. L. (2005). Amos (Version 6.0) [Computer Program]. Chicago: SPSS.

Ashton, M. C. (1998). Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior, 19, 289–303.CrossRef

Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84, 496–513.CrossRef

Barrick, M. R., Mount, M. K., & Waldschmidt, D. M. (2003). Administering, interpreting, and making decisions with the Wonderlic Productivity Index™. Libertyville, IL: Wonderlic.

Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92, 410–424.CrossRefPubMed

Bies, R. J., & Tripp, T. M. (1996). Beyond distrust: “Getting even” and the need for revenge. In R. M. Kramer & T. R. Tyler (Eds.), Trust in organizations (pp. 246–260). Newbury Park, CA: Sage.

Blau, P. (1964). Exchange and power in social life. New York: Wiley.

Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93, 1104–1117.CrossRefPubMed

Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis. Journal of Applied Psychology, 91, 998–1012.CrossRefPubMed

Buss, A. (1961). The psychology of aggression. New York: Wiley.CrossRef

Carver, C. S., & Scheier, M. F. (1982). Control theory: A useful conceptual framework for personality-social, clinical, and health psychology. Psychological Bulletin, 92, 111–135.CrossRefPubMed

Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599–609.CrossRefPubMed

Conway, N., & Briner, R. B. (2002). Full-time versus part-time employees: Understanding the links between work status, the psychological contract, and attitudes. Journal of Vocational Behavior, 61, 279–301.CrossRef

Deery, S. J., Iverson, R. D., & Walsh, J. T. (2006). Toward a better understanding of psychological contract breach: A study of customer service employees. Journal of Applied Psychology, 91(1), 166–175.CrossRefPubMed

Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547–559.CrossRefPubMed

Fitzgerald, L. F., Drasgow, F., Hulin, C. L., Gelfand, M. J., & Magley, V. J. (1997). Antecedents and consequences of sexual harassment in organizations: A test of an integrated model. Journal of Applied Psychology, 82, 578–589.CrossRefPubMed

Foa, E. B., & Foa, U. G. (1980). Resource theory: Interpersonal behavior as exchange. In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (pp. 77–101). New York: Plenum Press.

Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as accountability. In J. Greenberg & R. Cropanzano (Eds.), Advances in organizational justice (pp. 1–55). Stanford, CA: Stanford University Press.

Folger, R., & Skarlicki, D. P. (1998). A popcorn metaphor for employee aggression. In R. W. Griffin, A. O’Leary-Kelly, & J. M. Collins (Eds.), Dysfunctional behavior in organizations: Violent and deviant behavior (Vol. 23 Part A, pp. 43–81). Stamford, CT: JAI Press.

Fox, S., & Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20, 915–931.CrossRef

Fox, S., Spector, P. E., Goh, A., & Bruursema, K. (2007). Does your coworker know what you’re doing? Convergence of self and peer-reports of counterproductive work behavior. International Journal of Stress Management, 14, 41–60.CrossRef

Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75, 561–568.CrossRef

Greenberg, J., & Scott, K. S. (1996). Why do workers bite the hands that feed them? Employee theft as a social exchange process. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 18, pp. 111–156). Greenwich, CT: JAI Press.

Harper, D. C. (1990). Spotlight abuse–save profits. Industrial Distribution, 79, 47–51.

Harrison, D. A., & Martocchio, J. J. (1998). Time for absenteeism: A 20-year review of origins, offshoots, and outcomes. Journal of Management, 24, 305–350.CrossRef

Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupre, K. E., Inness, M., et al. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92, 228–238.CrossRefPubMed

Ho, V. T., Rousseau, D. M., & Levesque, L. L. (2006). Social networks and the psychological contract: Structural holes, cohesive ties, and beliefs regarding employer obligations. Human Relations, 59, 459–481.CrossRef

Hollinger, R. C., & Clark, J. P. (1983). Deterrence in the workplace: Perceived certainty, perceived severity, and employee theft. Social Forces, 62, 398–418.CrossRef

Hollinger, R. C., & Langton, L. (2006). 2005 National Retail Security Survey: Final report. Gainesville: University of Florida.

Hui, C., Lee, C., & Rousseau, D. M. (2004). Psychological contract and organizational citizenship behavior in China: Investigating generalizabiltiy and instrumentality. Journal of Applied Psychology, 89, 311–321.CrossRefPubMed

Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91(1), 126–138.CrossRefPubMed

Kickul, J. R., Neuman, G., Parker, C., & Finkl, J. (2001). Settling the score: The role of organizational justice in the relationship between psychological contract breach and anticitizenship behavior. Employee Responsibilities and Rights Journal, 13(2), 77–93.CrossRef

Klaas, B. S., & Wheeler, H. N. (1990). Managerial decision making about employee discipline: A policy-capturing approach. Personnel Psychology, 43, 117–134.CrossRef

Lawrence, T. B., & Robinson, S. L. (2007). Ain’t misbehavin: Workplace deviance as organizational resistance. Journal of Management, 33, 378–394.CrossRef

Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131–142.CrossRefPubMed

Lim, V. K. G. (2002). The IT way of loafing on the job: Cyberloafing, neutralizing and organizational justice. Journal of Organizational Behavior, 23, 675–694.CrossRef

MacNeil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 1985(3), 483–525.

Montes, S. D., & Irving, P. G. (2008). Disentangling the effects of promised and delivered inducements: Relational and transactional contract elements and the mediating role of trust. Journal of Applied Psychology, 93, 1367–1381.CrossRefPubMed

Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226–256.CrossRef

Neuman, J. H., & Baron, R. A. (1997). Aggression in the workplace. In R. A. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 37–67). Thousand Oaks, CA: Sage.

Orvis, K. A., Dudley, N. M., & Cortina, J. M. (2008). Conscientiousness and reactions to psychological contract breach: A longitudinal field study. Journal of Applied Psychology, 93, 1183–1193.CrossRefPubMed

Parilla, P. F., Hollinger, R. C., & Clark, J. P. (1988). Organizational control of deviant behavior: The case of employee theft. Social Science Quarterly, 69, 261–280.

Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.CrossRefPubMed

Raja, U., Johns, G., & Ntalianis, F. (2004). The impact of personality on psychological contracts. Academy of Management Journal, 47(3), 350–367.CrossRef

Restubog, S. L. D., Bordia, P., & Tang, R. L. (2007). Behavioural outcomes of psychological contract breach in a non-Western culture: The moderating role of equity sensitivity. British Journal of Management, 18, 326–386.CrossRef

Richards, J., & Daley, H. (2003). Bullying policy: Development, implementation, and monitoring. In S. Einarsen, H. Hoel, D. Zapf, & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (pp. 247–258). London: Taylor & Francis.

Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multi-dimensional scaling study. Academy of Management Journal, 38, 555–572.CrossRef

Robinson, S. L., & Bennett, R. J. (1997). Workplace deviance: Its definition, its manifestations, and its causes. Research on Negotiations in Organizations, 6, 3–27.

Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, determinants and dilemmas in the study of workplace deviance. In C. L. Cooper & D. M. Rousseau (Eds.), Trends in organizational behavior (Vol. 5, pp. 1–30). Chichester, England: Wiley.

Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289–298.CrossRef

Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525–546.CrossRef

Robinson, S. L., & O’Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41(6), 658–672.CrossRef

Roehling, M. V. (2008). An empirical assessment of alternative conceptualizations of the psychological contract construct: Meaningful differences or ‘much to do about nothing’? Employee Rights and Responsibilities Journal, 20, 261–290.CrossRef

Rosse, J. G., & Hulin, C. L. (1985). Adaptation to work: An analysis of employee health, withdrawal and change. Organizational Behavior and Human Decision Processes, 36, 324–347.CrossRefPubMed

Rosse, J. G., & Miller, H. E. (2000). Toward a comprehensive model of the employee adaptation decision process. Paper presented at the annual meeting of the Western Decision Sciences Institute, Maui, Hawaii.

Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121–139.CrossRef

Rousseau, D. M. (1990). New hire perceptions of their own and their employer’s obligations: A study of psychological contracts. Journal of Organizational Behavior, 11, 389–400.CrossRef

Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior (Vol. 15, pp. 1–43). Greenwich, CT: JAI Press.

Ryan, A. M., Brutus, S., Daum, D. L., Brodke, M. H., Schmit, M. J., & Volmer, S. A. (1997). Workplace integrity: Differences in perceptions of behaviors and situational factors. Journal of Business and Psychology, 12(1), 67–83.CrossRef

Sackett, P. R. (2002). The structure of counterproductive work behaviors: Dimensionality and relationships with facets of job performance. International Journal of Selection and Assessment, 10, 5–11.CrossRef

Sommers, J. A., Schell, T. L., & Vodanovich, S. J. (2002). Developing a measure of individual differences in organizational revenge. Journal of Business and Psychology, 17, 207–222.CrossRef

Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68, 446–460.CrossRef

Thau, S., Aquino, K., & Poortvliet, P. M. (2007). Self-defeating behaviors in organizations: The relationship between thwarted belonging and interpersonal work behaviors. Journal of Applied Psychology, 92, 840–847.CrossRefPubMed

Truxillo, D. M., Bauer, T. N., & Paronto, M. E. (2002). Reactions to organizational alcohol testing and treatment programs. Journal of Business and Psychology, 17(1), 31–45.CrossRef

Turnley, W. H., & Feldman, D. C. (1999). Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21, 25–42.CrossRef

U.S. Department of Labor. (2007). Flexible work and part-time jobs. Retrieved June 24, 2009 from http://www.bls.gov/opub/ted/2007/oct/wk1/art03.htm.

Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647–680.CrossRef

Titel: Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach
verfasst von: Jaclyn M. Jensen
Richard A. Opland
Ann Marie Ryan
Publikationsdatum: 01.12.2010
Verlag: Springer US
Erschienen in: Journal of Business and Psychology / Ausgabe 4/2010
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-009-9148-7

Springer Professional

Abstract

Purpose

Design/Methodology/Approach

Findings

Implications

Originality/Value

Bitte loggen Sie sich ein, um Zugang zu Ihrer Lizenz zu erhalten.

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Springer Professional "Wirtschaft"

Weitere Artikel der Ausgabe 4/2010

Work Status Congruence’s Relation to Employee Attitudes and Behaviors: The Moderating Role of Procedural Justice

A General Structure of Job Performance: Evidence from Two Studies

Perceptions of Human Capital Measures: From Corporate Executives and Investors

The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants

Polynomial Regression with Response Surface Analysis: A Powerful Approach for Examining Moderation and Overcoming Limitations of Difference Scores

Emotional Exhaustion Among Employees Without Social or Client Contact: The Key Role of Nonstandard Work Schedules

Premium Partner