| Psychological contracts are the beliefs an individual holds concerning terms of an agreement---which are implicit in nature---between the individual and the organization (Rousseau, 2000). The current study examined the effects of violation of the psychological contract on employee outcomes, and specifically how this effect may differ depending on the employee's organizational commitment profile, level of trust, and type of psychological contract. Violation of the psychological contract has been linked to negative workplace behaviours (Sturges, Conway, Guest & Liefooghe, 2005); however, limited research has investigated the role of moderators. Results indicated that trust and transactional contract type moderate the relationship between contract violation and employee outcomes and relational contract type moderates the relationship between contract fulfillment and employee outcomes. Further results indicated that the existence of moderators is dependent on the type of employee outcomes examined. Implications of these finding for employers and employees in the workplace are discussed. |
