We thank Murray Barrick and three anonymous reviewers for their constructive comments. A previous version of this article was presented at the Academy of Management Conference, Honolulu, HI, in August 2005.
THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK-RELATED OUTCOMES: A META-ANALYSIS
Article first published online: 4 SEP 2007
Volume 60, Issue 3, pages 647–680, Autumn 2007
How to Cite
ZHAO, H., WAYNE, S. J., GLIBKOWSKI, B. C. and BRAVO, J. (2007), THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK-RELATED OUTCOMES: A META-ANALYSIS. Personnel Psychology, 60: 647–680. doi: 10.1111/j.1744-6570.2007.00087.x
- Issue published online: 4 SEP 2007
- Article first published online: 4 SEP 2007
A meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes. Breach was related to all outcomes except actual turnover. Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover intentions), and individual effectiveness (actual turnover, organizational citizenship behavior, and in-role performance). Structural equation modeling was used to test the model. The results indicated that affect mediates the effect of breach on attitude and individual effectiveness. Two moderators were also examined including the type of breach measure (global vs. composite) and the content of the psychological contract breach (transactional vs. relational). Theoretical and practical implications of the results are discussed.