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Violation of the Psychological Contract: The Mediating Effect of Relational Versus Transactional Beliefs

Author

Listed:
  • Martin Grimmer

    (School of Management, University of Tasmania, Private Bag 16, Hobart, TAS 7001.)

  • Matthew Oddy

    (School of Management, University of Tasmania, Private Bag 16, Hobart, TAS 7001.)

Abstract

The nature of employees' psychological contracts has gained relevance in the last decade due to changes in the employment relationship. However, little research has been conducted in Australia. The present study examined the psychological contracts of 90 MBA students in two Australian universities and the effects of contract violation on indices of organisational behaviour. Survey batteries, consisting of the Psychological Contract Scale, measures of commitment and trust, and of perceptions of contract violation, were administered. Findings indicated that the perception of contract violation was associated with lower organisational commitment and trust. Significantly, it was found that the impact of contract violation on commitment and trust was mediated by relational, but not by transactional, contract scores.

Suggested Citation

  • Martin Grimmer & Matthew Oddy, 2007. "Violation of the Psychological Contract: The Mediating Effect of Relational Versus Transactional Beliefs," Australian Journal of Management, Australian School of Business, vol. 32(1), pages 153-174, June.
    • Handle: RePEc:sae:ausman:v:32:y:2007:i:1:p:153-174
    DOI: 10.1177/031289620703200109
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    Cited by:

    1. repec:iim:iimawp:13106 is not listed on IDEAS
    2. Yanhan Zhu & Diwan Li, 2016. "Supervisor–subordinate Guanxi violations: Trickle-down effects beyond the Dyad," Asian Business & Management, Palgrave Macmillan, vol. 15(5), pages 399-423, December.
    3. Oluseyi Aju & Eshani Beddewela, 2020. "Afrocentric Attitudinal Reciprocity and Social Expectations of Employees: The Role of Employee-Centred CSR in Africa," Journal of Business Ethics, Springer, vol. 161(4), pages 763-781, February.

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