Online from: 1988
|Title:||The impact of psychological contract breach on work-related outcomes: a meta-analysis|
|Author(s):||Zhao H, Wayne S J, Glibkowski B C, Bravo J|
|Journal:||Personnel Psychology, Autumn 2007, Volume: 60 Issue: 3 pp.647-680 (34 pages)|
|Keywords:||Employee Attitudes, Employees Behaviour, Interpersonal Relations, Psychological Contracts, Work Psychology|
|Article type:||Research paper|
|Reference:||37AD176 (Permanent URL)|
Design/methodology/approach - Takes a sample of 389 academic studies that, inter alia, used the term 'psychological contract', concerned psychological contract breach, or were written by psychological contract scholars.
Findings - Shows that psychological contract breach has significant impact on most work-related outcomes, and that breach has a larger effect than met expectations on job satisfaction, turnover intentions and in-role performance. Goes on to suggest that breach can be viewed as an affective event, and affective reactions (including perceived violation and mistrust towards management) are the proximal consequences of breach. Reports, further, that negative emotions are a likely consequence of breach, that the effect size of mistrust is greater than that of perceived violation, and that the consequences of breach on turnover were non-significant.
Research limitations/implications - Identifies both limitations of the current research and implications for future research.
Practical implications - Indicates that there are practical consequences for organizations, for example that managers should not provide unrealistic promises during recruitment, socialization and routine work interactions.
Originality/value - Hopes to represent the first attempt at a meta-analytical review of empirical psychological contract research.