A psychological contract perspective on organizational citizenship behavior
This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three-year period from 480 public sector employees. Separating perceived contract breach into its two...
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| Veröffentlicht in: | Journal of organizational behavior 2002-12, Vol.23 (8), p.927-946 |
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| container_title | Journal of organizational behavior |
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| creator | Coyle-Shapiro, Jacqueline A-M. |
| description | This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three-year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed. |
| doi_str_mv | 10.1002/job.173 |
| format | Article |
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Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed.</description><identifier>ISSN: 0894-3796</identifier><identifier>EISSN: 1099-1379</identifier><identifier>DOI: 10.1002/job.173</identifier><identifier>CODEN: JORBEJ</identifier><language>eng</language><publisher>Chichester, UK: John Wiley & Sons, Ltd</publisher><subject>Advocacy ; Behavior ; Contract breaches ; Distributive justice ; Employee behavior ; Employees ; Employment ; Hypotheses ; Industrial and organizational psychology ; Organizational behavior ; Organizational citizenship behaviour ; Perceptions ; Procedural justice ; Psychological contracts ; Psychological research ; Psychology ; Public sector ; Regression analysis ; Social exchange theory ; Social psychology ; Studies ; Surveys ; Trust</subject><ispartof>Journal of organizational behavior, 2002-12, Vol.23 (8), p.927-946</ispartof><rights>Copyright 2002 John Wiley & Sons, Ltd.</rights><rights>Copyright © 2002 John Wiley & Sons, Ltd.</rights><rights>Copyright Wiley Periodicals Inc. 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Organiz. Behav</addtitle><description>This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three-year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed.</description><subject>Advocacy</subject><subject>Behavior</subject><subject>Contract breaches</subject><subject>Distributive justice</subject><subject>Employee behavior</subject><subject>Employees</subject><subject>Employment</subject><subject>Hypotheses</subject><subject>Industrial and organizational psychology</subject><subject>Organizational behavior</subject><subject>Organizational citizenship behaviour</subject><subject>Perceptions</subject><subject>Procedural justice</subject><subject>Psychological contracts</subject><subject>Psychological research</subject><subject>Psychology</subject><subject>Public sector</subject><subject>Regression analysis</subject><subject>Social exchange theory</subject><subject>Social 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psychological contract perspective on organizational citizenship behavior</title><author>Coyle-Shapiro, Jacqueline A-M.</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c4093-b39601399a283d9b993d76c008c423966de319ef501f4894cfbbd3ebe20cc25f3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2002</creationdate><topic>Advocacy</topic><topic>Behavior</topic><topic>Contract breaches</topic><topic>Distributive justice</topic><topic>Employee behavior</topic><topic>Employees</topic><topic>Employment</topic><topic>Hypotheses</topic><topic>Industrial and organizational psychology</topic><topic>Organizational behavior</topic><topic>Organizational citizenship behaviour</topic><topic>Perceptions</topic><topic>Procedural justice</topic><topic>Psychological contracts</topic><topic>Psychological research</topic><topic>Psychology</topic><topic>Public sector</topic><topic>Regression analysis</topic><topic>Social 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Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed.</abstract><cop>Chichester, UK</cop><pub>John Wiley & Sons, Ltd</pub><doi>10.1002/job.173</doi><tpages>20</tpages><oa>free_for_read</oa></addata></record> |
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| subjects | Advocacy Behavior Contract breaches Distributive justice Employee behavior Employees Employment Hypotheses Industrial and organizational psychology Organizational behavior Organizational citizenship behaviour Perceptions Procedural justice Psychological contracts Psychological research Psychology Public sector Regression analysis Social exchange theory Social psychology Studies Surveys Trust |
| title | A psychological contract perspective on organizational citizenship behavior |
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