[01] Tehmeena Shafqat, Department of Research, Quaid-i-Azam University, Islamabad, Pakistan. [02] Muhammad Sajid Saeed, Department of Research, Glasgow Caledonian University, Glasgow, UK.

The management of psychological contract is not an easy task for the organisations. Many firms find it difficult to meet all of its organisational promises and obligations toward their employees. Effectively monitoring and managing the psychological contract became a challenge for the business organisations. The present study is focused on investigating the effects of psychological contract breach on employee workplace outcomes including employee engagement, organisational citizenship behaviour and organisational commitment. The primary data collection approach was applied for this study and banking sector was selected for survey purposes. The statistical software SPSS was used to analyse the data. Correlation analysis and regression analysis was applied to examine the extent of association between psychological contract breach and employee outcomes. The findings of this study conclude that psychological contract breach negatively influence employee workplace outcomes including employee engagement, organisational citizenship behaviour and organisational commitment. Therefore, it is recommended that the clear understanding of concept of psychological contract breach and its consequences on employee outcomes and organisational success within businesses would help the organisations to prepare themselves to tackle with the contract breaches and manage its aftermath in a better way.

Psychological Contract Breach, Employee Engagement, Organisational Citizenship Behaviour, Organisational Commitment

[01] Dabos, G. E., & Rousseau, D. M. (2013). Psychological contracts and informal networks in organisations: The effects of social status and local ties. Human Resource Management, 52 (4), 485-510. [02] Guest, D. E., & Conway, N. (2002). Communicating the psychological contract: an employer perspective. Human Resource Management Journal, 12 (2), 22-38. [03] Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60 (3), 647-680. [04] Lee, C., Tinsley, C. H. & Chen, G. Z. X. (2000). Psychological and Normative Contracts of Work Group Members in the United States and Hong Kong. In Rousseau, D. M. & Schalk, R. (Eds), Psychological Contracts in Employments: Cross-national perspectives. Thousand Oaks, CA: Sage, 87-103. [05] Lester, S. W., Turnley, W. H., Bloodgood, J. M & Bolino, M. C (2002). Not seeing eye to eye: differences in supervisor and subordinate perceptions of an attribution for psychological contract breach. Journal of Organisational Behaviour, 23, 39-56. [06] Suazo, M. & Turnley, W. (2010). Perceived organisational support as a mediator of the relations between individual differences and psychological contract breach. Journal of Managerial Psychology, 25 (6), 620-648. [07] Hui, C., Lee, C., & Rousseau, D. M. (2004). Psychological contract and organisational citizenship behaviour in China: Investigating generalizability and instrumentality. Journal of Applied Psychology, 89 (2), 311-321. [08] Lo, S., & Aryee, S. (2003). Psychological contract breach in a Chinese context: An integrative approach. Journal of Management Studies, 40 (4), 1005-1020. [09] Kickul, J., Lester, S. W., & Belgio, E. (2004). Attitudinal and behavioural outcomes of psychological contract breach: A cross cultural comparison of the United States and Hong Kong Chinese. International Journal of Cross Cultural Management, 4 (2), 229-252. [10] Restubog, S. L. D., & Bordia, P. (2006). Workplace familism and psychological contract breach in the Philippines. Applied Psychology, 55 (4), 563-585. [11] Restubog, S. L. D., Bordia, P., & Tang, R. L. (2007). Behavioural outcomes of psychological contract breach in a non-western culture: The moderating role of equity sensitivity. British Journal of Management, 18 (4), 376-386. [12] Westwood, R., Sparrow, P., & Leung, A. (2001). Challenges to the psychological contract in Hong Kong. International Journal of Human Resource Management, 12 (4), 621-651. [13] Rousseau, D. M. & R. Schalke (2000). Psychological Contracts in Employment: Cross-National Perspectives. Thousand Oaks, CA: Sage. [14] Bal, P. M., Kooij, D. T. A. M., & De Jong, S. B. (2013). How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies. Journal of Management Studies, 50 (4), 545-572. [15] Conway, N., & Briner, R. B. (2002). Full-time versus part-time employees: Understanding the links between work status, the psychological contract, and attitudes. Journal of Vocational Behaviour, 61 (2), 279-301. [16] Restubog, S. L. D., Hornsey, M. J., Bordia, P., & Esposo, S. R. (2008). Effects of psychological contract breach on organisational citizenship behaviour: Insight from the group value model. Journal of Management Studies, 45 (8), 1377-1400. [17] Bernhard-Oettel, C., Rigotti, T., Clinton, M., & de Jong, J. (2013). Job insecurity and well-being in the temporary workforce: Testing volition and contract expectations as boundary conditions. European Journal of Work and Organisational Psychology, 22 (2), 203-217. [18] Ng, T. W. H., Feldman, D. C., & Lam, S. S. K. (2010). Psychological contract breaches, organisational commitment, and innovation-related behaviours: A latent growth modeling approach. Journal of Applied Psychology, 95 (4), 744-751. [19] Meyer, J. P., Gagne, M., & Parfyonova, N. M. (2010). Toward an Evidence-Based Model of Engagement: What We Can Learn From Motivational and Commitment Research, In Handbook of Employee Engagement: Perspectives, Issues, Research and Practice, ed. S. L Albrecht, Cheltenham: Edward Elgar, 62-73. [20] Rayton, B., Dodge, T., & D’ Analeze, S. (2012). Employee Engagement: The Evidence, London: Engage for Success. [21] Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003). The impact of psychological contract fulfilment on the performance of in-role and organisational citizenship behaviours. Journal of Management, 29, 187-212. [22] Bal, P. M., de Cooman, R., and Mol, S. T. (2013). Dynamics of psychological contracts with work engagement and turnover intention: the influence of organisational tenure. European Journal of Work and Organisational Psychology, 22, 107-122. [23] Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organisational Citizenship Behaviour: Its Nature, Antecedents and Consequences. Thousand Oaks, CA: Sage. [24] Coyle-Shapiro, J. A. (2002). A psychological contract perspective on organisational citizenship behaviour. Journal of Organisational Behaviour, 23, 927-946. [25] Suazo, M. M. (2009). The mediating role of psychological contract violation on relations between psychological contract breach and work-related attitudes and behaviours. Journal of Managerial Psychology, 24, 136-160. [26] Guerrero, S., Bentein, K., & Lapalme, M. E. (2013). Idiosyncratic deals and high performers organisational commitment. Journal of Business Psychology, DOI: 10.1007/s10869-013-9316-7. [27] Snyder, J. L. & Cistulli, M. D. (2011). The relationship between workplace e-mail privacy and psychological contract violation, and their influence on trust in top management and affective commitment. Communication Research Reports, 28 (2), 121-129. [28] Schalk, R & Roe, R. (2007). Towards a dynamic model of the psychological contract. Journal for the Theory of Social Behaviour, 37 (2), 167-182. [29] Bryman, A. (2008). Social research methods (3rd ed.). New York, NY: Oxford University Press. [30] Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students (5^th ed.). New York: Pearson Education Limited. [31] Gerber, S. B., & Finn, K. V. (2005). Using SPSS for Windows: Data Analysis and Graphics, (2^nd Ed). Springer, New York. [32] Byrne, B. M. (2009). Structural equation modelling with Amos: Basic concepts, applications, and programming. Routledge and Taylor & Francis Group, New York, NY. [33] Hess, N. & Jepsen, D. M. (2009). Career stage and generational differences in psychological contracts. Career Development International, 14, 261-283.