Psychological Contract Violation and Workplace Deviance: A Moderated Mediation of Relationship Quality and Turnover Intention
Keywords:
Workplace Deviance, Turnover Intention and Psychological Contract Violation
Abstract
The purpose of this study was to examine the effects of Psychological Contract Violation on Workplace Deviance through the moderation of Relationship Quality and mediation of Turnover Intention in Agriculture and Food Authority Directorates in Kenya. Explanatory research design was used, employing stratified and systematic random sampling techniques to collect data from 443 employees of Agriculture and Food Directorates in Kenya. Self-administered structured questionnaires anchored on seven-point Likert scale were used to collect data. Reliability and validity of the research instrument were tested using Cronbach Alpha and Factor Analysis respectively. Regression based Hayes process Macro model 59 was used to test moderation. Turnover Intention mediated the relationship between Psychological Contract Violation and Workplace Deviance at ß = -.0703, and CI = (-.1257 to -.0200). Relationship Quality moderated the relationship between Psychological Contract Violation and Workplace Deviance at ß = -.2548, p = .0000 with a CI of -.3195 to -.1901. Relationship Quality did not moderate Psychological Contract Violation and Turnover Intention, at ß = .0153, p = .6072 with a CI of -.0431 to .0737. Relationship Quality moderated Turnover Intention and Workplace Deviance at [ß = -.1037, p = .0078 with a CI of -.1801 to -.0274. Finally, conditional indirect effects of Relationship Quality indicate that the moderation is significant at one standard deviation higher than the mean, (ß = -.0482, SE = .0182, CI = [-.0923 to -.0184]). Organizational managers should inculcate good relations with their employees as this determines the engagement in Workplace Deviance. These insights are helpful to policy makers in the management of workplace deviance. This study contributes to the theoretical knowledge base of workplace deviance by including Relationship Quality as a moderator and Turnover Intention as a mediator.
References
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Coyle-Shapiro, J. & I. Kessler (2000). ‘Consequences of the psychological contract for the employment relationship: a large-scale survey’, Journal of Management Studies, 37, pp. 903–930.
Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547.
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Gakovic, A., & Tetrick, L. E. (2003). Perceived organizational support and work status: A comparison of the employment relationships of part-time and full-time employees attending university classes. Journal of Organizational Behavior, 24: 649-666.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463–488.
Griffin, R. W., O'Leary-Kelly, A., & Collins, J. (1998). Dysfunctional work behaviors in organizations. Trends in Organizational Behavior, 5, 65-82.
Guest, D. (2004). ‘The psychology of employment relationship: an analysis based on the psychological contract’, Applied Psychology: An International Review, 53, pp. 541–555.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A Regression-based Approach. New York: The Guilford Press.
Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (2nd Ed.) New York: The Guilford Press.
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Hom, P. W., Mitchell, T. R., Lee, T. W., & Griffeth, R. W. (2012). Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion. Psychological Bulletin, 138, 831–858.
Jacobs, G. (2008). Constructing corporate commitment amongst remote employees: A disposition and predisposition approach. Corporate Communications: An International Journal, 13 (1), 42-55.
Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. (2012). When and how is job embeddedness predictive of turnover? A meta-analytic investigation. Journal of Applied Psychology, 97, 1077–1096.
Jelodar, M. B. Yiu, T. W. & Wilkinson, S. (2016). “A conceptualisation of relationship quality in construction procurement,” International Journal of Project Management, vol. 34, no. 6, pp. 997–1011.
Kickul, J. R. and S. W. Lester (2001). ‘Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior’, Journal of Business and Psychology, 16, pp. 191–217.
Kickul, J. R., G. Neuman, C. Parker and J. Finkl (2002). ‘Settling the score: the role of organizational justice in the relationship between psychological contract breach and anti- citizenship behavior’, Employee Responsibilities and Rights Journal, 13, pp. 77–93.
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Liu, D., & Eberly, M. B. (2014). When do turnover intentions fuel workplace deviance? A cross-cultural investigation. In Academy of management proceedings (p. 12635). Briarcliff, NY: Academy of Management.
Lu, P. Guo, S. Qian, L. He, P. & Xu, X, (2015). “The effectiveness of contractual and relational governances in construction projects in China,” International Journal of Project Management, vol. 33, no. 1, pp. 212–222.
Mathieu, J.E. and Zajac, D. (1990). “A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment”, Psychological Bulletin, Vol. 108, pp. 171-94.
McAllister DJ. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38, 24–59.
Meng, X. (2012). “The effect of relationship management on project performance in construction,” International Journal of Project Management, vol. 30, no. 2, pp. 188–198.
Meyer, J. P., & Allen, N. J. (1984). Testing the" side-bet theory" of organizational commitment: Some methodological considerations. Journal of applied psychology, 69(3), 372.
Meyer, J. P., Allen, N. J., & Allen, N. J. (1997). Commitment in the workplace. Sage Publications.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
Molm, L. D. (1997). Risk and power use: Constraints on the use of coercion in exchange. American Sociological Review, 62, 113–133.
Nathan A. Bowling, Melissa L. Gruys (2010). Overlooked issues in the conceptualization and measurement of counterproductive work behavior, Human Resource Management Review, 20, 54–61
Nair, N. Vohra, N. (2012). The concept of alienation: towards conceptual clarity. International Journal of Organizational Analysis, Vol. 20 No. 1, 2012 pp. 25-50.
Namazi, M., & Namazi, N. R. (2016). Conceptual Analysis of Moderator and Mediator Variables in Business Research. Procedia Economics and Finance, 36, 540-554.
Neeru, M, Sahadev, S and Purani, K (2017). Psychological contract violation and customer intention to reuse online retailers: exploring mediating and moderating mechanisms, University of Salford Manchester, http://usir.salford.ac.uk/id/eprint/42043/
Nisha Nair and Neharika Vohra, (2012). The concept of alienation: towards conceptual clarity, International Journal of Organizational Analysis Vol. 20 No. 1, pp. 25-50 Pallant J. (2011) "SPSS Survival Manual: A Step By Step Guide To Data Analysis Using SPSS". Maidenhead, Berkshire. Open University Press, UK.
Paul R. Sackett, Christopher M. Berry, And Shelly A. Wiemann Roxanne M. Laczo, (2006). Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains, Human Performance, 19(4), 441–464
Paul E. Spector, Suzy Fox, Lisa M. Penney, Kari Bruursema, Angeline Goh Stacey Kessler (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior 68, 446–460.
Raja, U., G. Johns and F. Ntalianis (2004). ‘The impact of personality on psychological contracts’, Academy of Management Journal, 47, pp. 350–367.
Reeshad S. Dalal, (2005). A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior Journal of Applied Psychology, Vol. 90, No. 6, 1241–1255
Restubog, S. L. D., P. Bordia, S. A. Krebs and R. L. Tang (2005). ‘The role of leader–member exchange in the psychological contract breach–subordinates’ performance relationship’. In K. M. Weaver (ed.), Best Paper Proceedings of the Academy of Management Annual Conference, pp. OBI1–OBI7 (CD-ROM, ISSN 1543-8643).
Restubog, S. L. D., P. Bordia and R. L. Tang (2006). ‘Effects of psychological contract breach on performance of IT employees: the mediating role of affective commitment’, Journal of Occupational and Organizational Psychology, 79, pp. 299–306.
Restubog, S. L. D. and P. Bordia (2006). ‘Workplace familism and psychological contract breach in the Philippines’, Applied Psychology: An International Review, 55, pp. 563–585.
Rousseau, D. M. (1990). 'New hire perceptions of their own and their employer's obligations: a study of psychological contracts. Journal of Organisational Behaviour, Vol. 11, no.5, 389-400.
Rousseau, D. M. (1995). Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Thousand Oaks, CA: Sage.
Roberts, K. Varki, S. and Brodie, R. (2003) “Measuring the quality of relationships in consumer services: an empirical study,” European Journal of Marketing, vol. 37, no. 1-2, pp. 169–196.
Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of organizational Behavior, 21(5), 525-546.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of organizational behavior, 15(3), 245-259.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional. Academy of Management Journal, 38(2), 555.
Robinson, S. L., & Bennett, R. J. (1997). Workplace deviance: Its definition, its manifestations, and its causes. Research on negotiation in organizations, Greenwich, CT: JAI Press. Vol. 6, 327-333).
Robinson. S. L., & O’Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41: 658-672.
Robinson, S L (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574-600.
Sackett, P. R., & DeVore, C. J. (2001). Counterproductive behaviors at work. Handbook of industrial, work, and organizational psychology London: Sage. (pp. 145–164).
Salin, D. & Notelaers, G. (2017). The effect of exposure to bullying on turnover intentions: the role of perceived psychological contract violation and benevolent behaviour, Work & Stress, DOI: 10.1080/02678373.2017.1330780
Shahnawaz, M. G., & Goswami, K. (2011). Effect of psychological contract violation on organizational commitment, trust and turnover intention in private and public sector indian organizations. Vision, 15(3), 209-217.
Spector, P. E., & Fox, S. (2005). The stressor-emotion model of counterproductive work behavior. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 151–174). Washington, DC: American Psychological Association.
Spielberger, C. D. (1996). State–Trait Anger Expression Inventory, research edition: Professional manual. Odessa, FL: Psychological Assessment Resources.
Steel, R. P., & Ovalle, N. K. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69(4), 673-686.
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Published
2022-11-12
How to Cite
Kerich, E., Bonuke, R., & Kemboi, A. (2022, November 12). Psychological Contract Violation and Workplace Deviance: A Moderated Mediation of Relationship Quality and Turnover Intention. African Journal of Education,Science and Technology, 7(2), Pg 134-153. https://doi.org/https://doi.org/10.2022/ajest.v7i2.796
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