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Individual differences, psychological contract breach, and organizational citizenship behavior: A moderated mediation study

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  • Chih-Ting Shih
  • Chih-Hsun Chuang

Abstract

This study examines two competing theories. Self-enhancement theory predicts that self-esteem and equity sensitivity (narrow traits) increase the perception of psychological contract breach and engage less in organizational citizenship behavior (OCB), whereas self-consistency theory predicts that these two traits attenuate the perception of psychological contract breach and engage more in OCB. Agreeableness and Conscientiousness (broad traits) are expected to moderate the mediation. This study employs moderated mediation analysis to test a sample of 204 supervisor–subordinate dyads from two theme parks in northern and central Taiwan. The results show that employees high in self-esteem are less likely to perceive psychological contract breach and engage more in OCB, confirming self-consistency theory. The results also show that this mediation is observed when Agreeableness and Conscientiousness are higher than when they are lower. Theoretical and practical implications are discussed. Copyright Springer Science+Business Media, LLC 2013

Suggested Citation

  • Chih-Ting Shih & Chih-Hsun Chuang, 2013. "Individual differences, psychological contract breach, and organizational citizenship behavior: A moderated mediation study," Asia Pacific Journal of Management, Springer, vol. 30(1), pages 191-210, March.
    • Handle: RePEc:kap:asiapa:v:30:y:2013:i:1:p:191-210
    DOI: 10.1007/s10490-012-9294-8
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    2. Leo Huang & Kuang-Yu Chang & Yu-Chen Yeh, 2020. "How Can Travel Agencies Create Sustainable Competitive Advantages? Perspective on Employee Role Stress and Initiative Behavior," Sustainability, MDPI, vol. 12(11), pages 1-15, June.
    3. Cristina López-Duarte & Marta M. Vidal-Suárez & Belén González-Díaz, 2018. "The early adulthood of the Asia Pacific Journal of Management: A literature review 2005–2014," Asia Pacific Journal of Management, Springer, vol. 35(2), pages 313-345, June.
    4. Happy Paul & Umesh Kumar Bamel & Pooja Garg, 2016. "Employee Resilience and OCB: Mediating Effects of Organizational Commitment," Vikalpa: The Journal for Decision Makers, , vol. 41(4), pages 308-324, December.
    5. Andaç T. Arıkan, 2020. "Opportunism is in the Eye of the Beholder: Antecedents of Subjective Opportunism Judgments," Journal of Business Ethics, Springer, vol. 161(3), pages 573-589, January.
    6. Upasna A Agarwal, 2017. "Linking Psychological Contract Breach, Innovative Work Behaviour And Collectivism: A Moderated Mediation Model," International Journal of Innovation Management (ijim), World Scientific Publishing Co. Pte. Ltd., vol. 21(07), pages 1-31, October.
    7. Samuel Adams & Fanny Adams Quagrainie & Edem Kwame Mensah Klobodu, 2014. "Psychological contract formation: The influence of demographic factors," International Area Studies Review, Center for International Area Studies, Hankuk University of Foreign Studies, vol. 17(3), pages 279-294, September.
    8. Özgür Demirtaş & Aykut Arslan & Mustafa Karaca, 2019. "Why perceived organizational and supervisory family support is important for organizations? Evidence from the field," Review of Managerial Science, Springer, vol. 13(4), pages 841-869, August.
    9. Han, Shuai & Chen, Hong & Long, Ruyin & Jiskani, Izhar Mithal, 2022. "Can miners' social networks affect their safety commitment? A case study of Chinese coal mining enterprises," Resources Policy, Elsevier, vol. 75(C).

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