In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, motivational underpinnings of deviance. On basis S. L. Robinson R. J. Bennett's (1997) model deviance, authors proposed that breach (a cognitive appraisal) violation (an affective response) initiate revenge seeking. Motivated by employees then engage in Three studies tested these ideas. All supported hypothesized relationships. addition, self-control was...

We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. tested in 2 studies using multisource data: 3-wave investigation 184 full-time employees (Study 1) 2-wave 188 restaurant workers 2). Results revealed that (a) supervision mediated relationship between norms (b) distress effects on spouse (c) had direct positive with deviance, (d) undermining was stronger for men as opposed to...

Why do employees who experience abusive supervision retaliate against the organization?We apply organizational support theory to propose that hold organization partly responsible for supervision.Depending on extent which identify supervisor with (i.e., supervisor's embodiment), we expected be associated low perceived (POS) and consequently retribution organization.Across 3 samples, found was decreased POS as moderated by embodiment.In turn, reduced related heightened counterproductive work...

abstract Research on psychological contract breach has referenced social exchange as its dominant theoretical foundation. In this study, we draw insights from the group value model a extension to explain employees' negative responses breach. According model, fair treatment by members communicates symbolic messages about relationship between organization and employee, implications for whether employees can take pride in their organizational membership. When people are treated unfairly, they...

In this paper, we identified an expanded array of mediators including interactional justice, organizational-based self-esteem, and the meaning work, which link abusive supervision to two organizational citizenship behaviours – prosocial silence voice. Data from 175 employee–supervisor dyads in Philippines were collected. Results structural equation modelling revealed that was significantly negatively associated with followers' perceptions turn supervisor-rated voice behaviours. addition,...

In this study, we investigated the relationships between psychological contract breach, affective commitment, and two types of employee performance (i.e. civic virtue behaviour in‐role performance). It was predicted that an experience breach can severely hurt commitment employees this, in turn, results poor less behaviours. Results revealed had differential mediating effects on performance. That is, mediated relationship self‐reported supervisor‐rated virtue, but not

The authors examined relationships among two measures of the change process adopted by a firm and measure context employees’ reactions to merger. A longitudinal study was conducted. An employee’s perception that he or she had poor history negatively associated with affective commitment change. As number formal information sessions attended increased, anxiety decreased. High quality positively related Affective job satisfaction turnover intentions, which were voluntary turnover.

The present study examines the consequences of abusive supervision in an educational setting. contrasts cross‐domain stress‐buffering hypothesis with within‐domain stress exacerbation examining moderating role advisor and team member support on relationship between student outcomes student–advisor relationships. Using a temporal research design, results provided for both hypotheses. In hypothesis, presence high support, there was significant positive anxiety, negative association...

We conducted 2 studies of coworker dyads to test a theoretical model exploring why and under what circumstances employees are the targets workplace exclusion. Adopting victim precipitation perspective, we integrate belongingness social exchange theories propose that who display incivility distrusted therefore Highlighting importance context perpetrator-target relationship, also find support for postulation this mediated relationship is strengthened when target employee perceived be weak...

Summary This manuscript explores cross‐cultural differences in reactions to perceived abusive supervision. Based on an integration of fairness heuristic theory with principles about the importance hierarchical status, we theorize that subordinates from Anglo culture perceive and react supervision more negatively than Confucian Asian culture. The predictions were tested within two field studies. Study 1 results show moderated direct effect interpersonal justice indirect effects (via justice)...

This study tests the effects of psychological contract breach on several employee outcomes: workplace deviant behaviours directed at organization (WD‐O) and its organizational members (WD‐I), in‐role performance, citizenship (OCB‐O) co‐workers (OCB‐I). It also examines moderating equity sensitivity in relationship between these outcomes. Data were collected from 162 sales executives their direct supervisors. We found that was related to all behavioural Equity interacted predicting OCB‐I,...

Drawing from an approach-avoidance perspective, we examine the relationships between subordinates' perceptions of abusive supervision, fear, defensive silence, and ultimately supervision at a later time point. We also account for effects assertiveness individual climate fear on these predicted mediated relationships. test this moderated mediation model with data three studies involving different sources collected across various measurement periods. Results corroborated our predictions by...

The authors develop and test a moderated mediation model that accounts for employee emotions (psychological contract violation), motivation (revenge cognitions), personality (self-control), context (perceived aggressive culture) in the relationship between psychological breach workplace deviance. In Sample 1, involving 146 hospitality workers their peers, found support conditional indirect effect of violation predicting deviance via revenge cognitions those employees who perceive high as...

abstract We explore the effects of social context on relationship between psychological contract breach (PCB) and perceived organizational support (POS) in two studies. build premise that (i.e. organization's failure to fulfil obligations employees believe they are owed) signals not cared for valued by organization reduces POS). In support, a longitudinal study 310 shows PCB at Time 1 explains significant variance POS 2 (beyond explained 1). Building this result, we advance argument...

This study responds to the call for cross-cultural investigations of workplace bullying by examining relationship between and attitudes among employees from two countries. The authors argue that societies are less inclined accept power differences exist as a result structure (low distance countries, e.g., Australia) will respond more negatively than cultures (high distance, Singapore). In all, 165 Singaporean 152 Australian completed surveys designed assess bullying, workgroup...

Results from four studies in multiple contexts drawing on different data sources provide full support for the proposition that Machiavellian employees prefer forming transactional psychological contracts (schemas of their employee–employer relationship are economic nature) and such mediate between Machiavellianism supervisor-rated (a) organizational citizenship behaviors (b) deviant behaviors, respectively. The authors’ research contributes to scholars’ understanding theoretical...