An earlier version of this paper was presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, April 2001.
A psychological contract perspective on organizational citizenship behavior†
Version of Record online: 19 NOV 2002
Copyright © 2002 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 23, Issue 8, pages 927–946, December 2002
How to Cite
Coyle-Shapiro, J. A.-M. (2002), A psychological contract perspective on organizational citizenship behavior. J. Organiz. Behav., 23: 927–946. doi: 10.1002/job.173
- Issue online: 19 NOV 2002
- Version of Record online: 19 NOV 2002
- Manuscript Accepted: 26 AUG 2002
- Manuscript Revised: 21 MAR 2002
- Manuscript Received: 6 NOV 2000
This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three-year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed. Copyright © 2002 John Wiley & Sons, Ltd.