Citation

Raja U, Johns G, Bilgrami S. Appl. Psychol. 2011; 60(3): 397-420.

Copyright

(Copyright © 2011, International Association of Applied Psychology, Publisher John Wiley and Sons)

DOI

10.1111/j.1464-0597.2011.00441.x

PMID

unavailable

Abstract

Drawing from past research suggesting that high prior commitment leads to stronger reactions to unfairness in the workplace (Brockner, Tyler, & Cooper-Schneider, 1992), we predicted that those forming relational as opposed to transactional psychological contracts would exhibit stronger detrimental effects of felt violation on job satisfaction, turnover intentions, and job performance. We also predicted a combined effect of personality and violation on these outcomes. Self- and supervisor-reported data (N= 331 dyads) collected from a variety of organisations supported our predictions. In general, relational contract terms were associated with stronger violation-outcome relationships, and transactional contract terms were associated with weaker relationships. Similarly, four of the Big Five dimensions (extraversion, neuroticism, agreeableness, and openness to experience) moderated the violation-outcome relationships such that it was stronger for higher levels of these traits.

Language: en