A Review Study on Trust and Breach of Psychological Contract

The aim of this study is to review on trust and breach of psychological contract. The purpose of the study is to identify briefly on the psychological contract and the important of psychological contract to the employer as well as employees. It is also to learn the content of psychological contract...

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Main Author:	Saravana Kumar, Karuppannan
Format:	Thesis
Language:	eng eng
Published:	2011
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/3265/1/SARAVANA_KUMAR_KARUPPANNAN.pdf https://etd.uum.edu.my/3265/2/1.SARAVANA_KUMAR_KARUPPANNAN.pdf
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id	my-uum-etd.3265
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Azmi, Ruzita
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Saravana Kumar, Karuppannan A Review Study on Trust and Breach of Psychological Contract
description	The aim of this study is to review on trust and breach of psychological contract. The purpose of the study is to identify briefly on the psychological contract and the important of psychological contract to the employer as well as employees. It is also to learn the content of psychological contract and to study in brief on the types of psychological contract, breach and violation. This study is carried out to identify the reactions to breach and violation of psychological contract, list down the reasons for a lack of trust among the employees and to learn the ways how the employers gain and maintain the trust. The consequences to the organizations when the employee’s trust are lacking and what will happen if employees trust is high also has studied to add knowledge on psychological contract aspects. Lastly, the impact to the employees when the psychological contract is violated also has been reviewed. For this research, qualitative research method was used to gather the data. The data obtained from journals, case studies and books and magazines was reviewed to gather the information for this project. The review found that there were four main importances. First it explained in detail the meaning the meaning of psychological contract and its importance to both employers and employees. Secondly, the research has explained briefly on types of psychological contract, types of breach and violation of psychological contract. Thirdly, the research has indicate the trust; from the perspective of employees and employers. Fourthly, the research explains the impacts for violation of psychological contract. From the review it could be concluded that breach of psychological contract can be upgraded if both parties; employees and employers are working together in a line. They have to change because of economical, political and social changes, therefore the working relationship also changing. To improve the employees from breach of psychological contract, the organizations can implement some of the suggested methods to reduce the breach of psychological contract.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Saravana Kumar, Karuppannan
author_facet	Saravana Kumar, Karuppannan
author_sort	Saravana Kumar, Karuppannan
title	A Review Study on Trust and Breach of Psychological Contract
title_short	A Review Study on Trust and Breach of Psychological Contract
title_full	A Review Study on Trust and Breach of Psychological Contract
title_fullStr	A Review Study on Trust and Breach of Psychological Contract
title_full_unstemmed	A Review Study on Trust and Breach of Psychological Contract
title_sort	review study on trust and breach of psychological contract
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2011
url	https://etd.uum.edu.my/3265/1/SARAVANA_KUMAR_KARUPPANNAN.pdf https://etd.uum.edu.my/3265/2/1.SARAVANA_KUMAR_KARUPPANNAN.pdf
_version_	1747827533586366464
spelling	my-uum-etd.32652016-04-24T00:47:03Z A Review Study on Trust and Breach of Psychological Contract 2011-12 Saravana Kumar, Karuppannan Azmi, Ruzita Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. The aim of this study is to review on trust and breach of psychological contract. The purpose of the study is to identify briefly on the psychological contract and the important of psychological contract to the employer as well as employees. It is also to learn the content of psychological contract and to study in brief on the types of psychological contract, breach and violation. This study is carried out to identify the reactions to breach and violation of psychological contract, list down the reasons for a lack of trust among the employees and to learn the ways how the employers gain and maintain the trust. The consequences to the organizations when the employee’s trust are lacking and what will happen if employees trust is high also has studied to add knowledge on psychological contract aspects. Lastly, the impact to the employees when the psychological contract is violated also has been reviewed. For this research, qualitative research method was used to gather the data. The data obtained from journals, case studies and books and magazines was reviewed to gather the information for this project. The review found that there were four main importances. First it explained in detail the meaning the meaning of psychological contract and its importance to both employers and employees. Secondly, the research has explained briefly on types of psychological contract, types of breach and violation of psychological contract. Thirdly, the research has indicate the trust; from the perspective of employees and employers. Fourthly, the research explains the impacts for violation of psychological contract. From the review it could be concluded that breach of psychological contract can be upgraded if both parties; employees and employers are working together in a line. They have to change because of economical, political and social changes, therefore the working relationship also changing. To improve the employees from breach of psychological contract, the organizations can implement some of the suggested methods to reduce the breach of psychological contract. 2011-12 Thesis https://etd.uum.edu.my/3265/ https://etd.uum.edu.my/3265/1/SARAVANA_KUMAR_KARUPPANNAN.pdf application/pdf eng validuser https://etd.uum.edu.my/3265/2/1.SARAVANA_KUMAR_KARUPPANNAN.pdf application/pdf eng public masters masters Universiti Utara Malaysia Argyris,C. (1960), Understanding Organizational Behavior, Dorsey Press, Homewood, IL. Rousseau,D.M. (1995), Psychological Contracts in Organizations, Sage, London. Morrison,E.W. and Robinson,S.L. (1997),“When employees feel betrayed: a model of how psychological contract violation develops”, Academy of Management Review, Vol. 22 No. 1, pp. 226-56. Robinson,S.L. (1996),“Trust and breach of the psychological contract”, Administrative Science Quarterly, Vol. 41 No. 4, pp. 574-99. Levinson,H., Price,C.R., Munden,K.J., Mandl,H.J. and Solley ,C.M. (1962), Men, Management and Mental Health, Oxford University Press, Oxford. Rousseau,D.M. (2000), Psychological Contract Inventory Technical Report, Heinz School of Public Policy and Graduate School of Industrial Administration, Pittsburgh, PA. Rousseau,D.M. (1990), “New hire perceptions of their own and their employer's obligations: a study of psychological contracts”, Journal of Organizational Behavior, Vol. 11, pp. 389-400. Herriot,P., Manning,W.E.G. and Kidd,J.M. (1997), “The content of the psychological contract”, British Journal of Management, Vol. 8, pp. 151-62. Rousseau,D.M. (1989), “Psychological and implied contracts in organizations”, Employee Responsibilities and Rights Journal, Vol. 2 No. 2, pp. 121-39. Robinson,S.L., Kraatz,M.S. and Rousseau,D.M. (1994), “Changing obligations and the psychological contract: a longitudinal study”, Academy of Management Journal, Vol. 37 No. 1, pp. 137-52. Robinson,S.L. (1996),“Trust and breach of the psychological contract”, Administrative ScienceQuarterly, Vol. 41 No. 4, pp. 574-99. Morrison,E.W. and Robinson,S.L. (1997), “When employees feel betrayed: a model of how psychological contract violation develops”, Academy of Management Review, Vol. 22 No. 1, pp. 226-56. Robinson,S. and Rousseau,D. (1994), Violating the psychological contract: not the exception but the norm‟‟, Journal of Organizational Behavior, Vol. 15, pp. 245-59. Levinson,H. (1962), Men, Management and Mental Health, Harvard University Press, Cambridge, MA. Schein,E. (1980), Organizational Psychology, Prentice-Hall, Englewood Cliffs, NJ. Fiske,J. and Taylor,S. (1984), Social cognition, New York: Random House Blackwell. Rousseau,D. and McLean Parks,J. (1993), The contracts of Individuals in Organizations, in Cummings, L., and Straw, B., (Eds.), (1993), Research in Organizational Behaviour, 15, pp1-47. Kickul,J. (2001), When Organisations Break their Promises: Employee Reactions to Unfair Processesand Treatment, Journal of Business Ethics, 29, pp289-307. Turnley,W., Bolino,M., Lester,S. and Bloodgood,J. (2003), The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors, Journal of Management, 29 (2), pp187-206. Tekleab,A., and Taylor,M. (2003), Aren't there two parties in an employment relationship? Antecedents and consequences of organization-employee agreement on contract obligations and violations, Journal of Organization Behaviour, 24(5), pp585-608. Marks,A., Findlay,P., Hine,J., McKinlay,A. and Thompson,P. (1996), You always hurt the one you love: violating the psychological contract at United Distillers, Trends in Organisational Behaviour, 1, pp 111-136. McLean Parks,J. and Kidder,D. (1994), Till Death Us Do Part: Changing Work Relationships in the 1990s, Trends in Organisational Behaviour, 1, pp 111-136. Blau,P. (1964), Exchange and power in social life, New York, Wiley Guzzo,R. and Noonan,K. (1994), Human resource practices as communications and the psychological contract, Human Resource Management, 33(3), pp 447-462. Thompson,J., and Bunderson,J. (2003), Violations of Principle: Ideological Currency in the Psychological Contract, Academy of Management Review, 28,4, pp 571-586. Sutton,G. and Griffin,M. (2004), Integrating expectations, experiences and psychological contract violations. A longitudinal study of new professionals, Journal of Occupational and Organizational Psychology, 77, 493-514. Coyle-Shapiro,J. (2002), A Psychological Contract Perspective on Organizational Citizenship Behavior, Journal of Organizational Behavior, 23, pp 927-94. Anderson,N.(1996), Work group socialisation, in West, M. (Ed.), Handbook of WorkGroups (pp423-450), Chichester: John Wiley and Sons. Bunderson,J.S. 2001. How work ideologies shape the psychological contract of professional employees: Doctors' responses to perceived breach. Journal of Organizational Behavior, 22: 717-741. Millward,L.J., & Brewerton,P.M. 1999.Psychological contracts : Employee relations for the twenty-first century. In C.L. Cooper and I.T.Robertson (Eds.), International Review of Industrial and Organizational Psychology, Vol. 15, John Wiley & Son, Ltd. Rousseau,D.M., & McLean Parker,J., 1993. The contracts of individuals and organizations." In Cummings,L.L. and Staw, B.M. (Eds.) Research in Organizational Behavior, 15: 1-43, CT: JAI Press, Greenwich.

A Review Study on Trust and Breach of Psychological Contract

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