Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach

Most researches on emotion, especially psychological contract violations are viewed from the exogenous constructs lenses i.e. the outcomes of violation which were generally displayed via attitudinal and behavioral evidences. In contrast, this study aims to discuss psychological contract violation f...

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Main Author:	Eh Wen, Nen Di
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology
Online Access:	https://etd.uum.edu.my/5753/1/s93334_01.pdf https://etd.uum.edu.my/5753/2/s93334_02.pdf
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id	my-uum-etd.5753
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mat, Norazuwa
topic	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology
spellingShingle	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology Eh Wen, Nen Di Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
description	Most researches on emotion, especially psychological contract violations are viewed from the exogenous constructs lenses i.e. the outcomes of violation which were generally displayed via attitudinal and behavioral evidences. In contrast, this study aims to discuss psychological contract violation from the opposite direction, i.e. the endogenous construct viewpoint. Using PLS-SEM, the five exogenous constructs i.e. the management of responsiveness, efficacy, hope, resiliency and optimism were posited as predictors of the psychological contract violation. Psychological contract breach, on the other hand was inserted as the mediator. The validity of this model was tested using 251 samples from individual responses of the SMBA member companies. The management of responsiveness, efficacy, hope and resiliency were found to be significant predictors for psychological contract violation. In contrary, optimism construct showed no evidence of relationship with the violation. The Psychological contract breach meanwhile was found to partially mediate the relationship of the management of responsiveness and the psychological contract violation. Other exogenous constructs have no direct relationship with the psychological contract breach; therefore the role of psychological contract breach as the mediator does not exist. The originality and contribution of this research was primarily the application of exogenous constructs which were uncommonly used as psychological contract violation predictor. Other implications, limitations and future research opportunities on the subject of psychological contract violation were also discussed
format	Thesis
qualification_name	Doctor of Business Administration (DBA)
qualification_level	Doctorate
author	Eh Wen, Nen Di
author_facet	Eh Wen, Nen Di
author_sort	Eh Wen, Nen Di
title	Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
title_short	Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
title_full	Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
title_fullStr	Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
title_full_unstemmed	Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach
title_sort	positive psychological resources, management responsiveness and psychological contract violation: a mediating effect of psychological contract breach
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2015
url	https://etd.uum.edu.my/5753/1/s93334_01.pdf https://etd.uum.edu.my/5753/2/s93334_02.pdf
_version_	1747827975474118656
spelling	my-uum-etd.57532021-03-18T06:40:20Z Positive psychological resources, management responsiveness and psychological contract violation: A mediating effect of psychological contract breach 2015 Eh Wen, Nen Di Mat, Norazuwa Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5548.7-5548.85 Industrial Psychology HF5549-5549.5 Personnel Management. Employment Most researches on emotion, especially psychological contract violations are viewed from the exogenous constructs lenses i.e. the outcomes of violation which were generally displayed via attitudinal and behavioral evidences. In contrast, this study aims to discuss psychological contract violation from the opposite direction, i.e. the endogenous construct viewpoint. Using PLS-SEM, the five exogenous constructs i.e. the management of responsiveness, efficacy, hope, resiliency and optimism were posited as predictors of the psychological contract violation. Psychological contract breach, on the other hand was inserted as the mediator. The validity of this model was tested using 251 samples from individual responses of the SMBA member companies. The management of responsiveness, efficacy, hope and resiliency were found to be significant predictors for psychological contract violation. In contrary, optimism construct showed no evidence of relationship with the violation. The Psychological contract breach meanwhile was found to partially mediate the relationship of the management of responsiveness and the psychological contract violation. Other exogenous constructs have no direct relationship with the psychological contract breach; therefore the role of psychological contract breach as the mediator does not exist. The originality and contribution of this research was primarily the application of exogenous constructs which were uncommonly used as psychological contract violation predictor. Other implications, limitations and future research opportunities on the subject of psychological contract violation were also discussed 2015 Thesis https://etd.uum.edu.my/5753/ https://etd.uum.edu.my/5753/1/s93334_01.pdf text eng public https://etd.uum.edu.my/5753/2/s93334_02.pdf text eng public dba dba Universiti Utara Malaysia Addae, H. M., Parboteeah, K. P., and Davis, E. E. (2006). Organization commitment and intentions to quit: An examination of the moderating effects of psychological contract breach in Trinidad and Tobago. International Journal of Organizational Analysis, 14(3), 225-238. Aggarwal, U., and Bhargava, S. (2009). Exploring psychological contract contents in India: the employee and employer perspective. Journal of India Business Research, 1(4), 238-251. Alexander, R. B., Colvin, J.S., and Keefe, J. (2002). Employee voice, Human Resource practices and quit rate: Evidence from the telecommunication industry. Industrial and Labor Relations Review, 55(4), 573-594. 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