Bouncing back from psychological contract breach: How commitment recovers over time

Solinger, Omar; Hofmans, Joeri; Bal, P. Matthijs; Jansen, Paul

doi:10.1002/job.2047

Cited by 114 publications

(172 citation statements)

References 54 publications

Supporting

Mentioning

151

Contrasting

Unclassified

Order By: Relevance

“…The first one, psychological contract thriving, is a highly functional end state. There is an improved relationship with one’s employer which is guided by a psychological contract that is more favorable than before the violation (Tomprou et al, 2015; Solinger et al, 2016). The second one, psychological contract reactivation is also a functional end state.…”

Section: Introductionmentioning

confidence: 99%

“…The second one, psychological contract reactivation is also a functional end state. In this situation, the content of the post-violation psychological contract corresponds to the content of the pre-violation contract (Tomprou et al, 2015; Solinger et al, 2016). Psychological contract impairment, the third end state identified by Tomprou et al (2015), is a dysfunctional outcome.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

et al. 2018

View full text Add to dashboard Cite

Recently, scholars have emphasized the importance of examining how employees cope with psychological contract violation and how the coping process contributes to psychological contract violation resolution and post-violation psychological contracts. Recent work points to the important role of problem-focused coping. Yet, to date, problem-focused coping strategies have not been conceptualized on a continuum from constructive to destructive strategies. Consequently, potential differences in the use of specific types of problem-focused coping strategies and the role these different strategies play in the violation resolution process has not been explored. In this study, we stress the importance of focusing on different types of problem-focused coping strategies. We explore how employee upward dissent strategies, conceptualized as different forms of problem-focused coping, contribute to violation resolution and post-violation psychological contracts. Two sources of data were used. In-depth interviews with supervisors of a Dutch car lease company provided 23 case descriptions of employee-supervisor interactions after a psychological contract violation. Moreover, a database with descriptions of Dutch court sentences provided eight case descriptions of employee-organization interactions following a perceived violation. Based on these data sources, we explored the pattern of upward dissent strategies employees used over time following a perceived violation. We distinguished between functional (thriving and reactivation), dysfunctional (impairment and dissolution) and deserted psychological contract end states and explored whether different dissent patterns over time differentially contributed to the dissent outcome (i.e., psychological contract end state). The results of our study showed that the use of problem-focused coping is not as straightforward as suggested by the post-violation model. While the post-violation model suggests that problem-focused coping will most likely contribute positively to violation resolution, we found that this also depends on the type of problem-focused coping strategy used. That is, more threatening forms of problem-focused coping (i.e., threatening resignation as a way to trigger one’s manager/organization to resolve the violation) mainly contributed to dysfunctional and deserted PC end states. Yet, in some instances the use of these types of active coping strategies also contributed to functional violation resolution. These findings have important implications for the literature on upward dissent strategies and psychological contract violation repair.

show abstract

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

et al. 2018

View full text Add to dashboard Cite

show abstract

“…Bankins, 2015) and the dynamics of PC processes over time (e.g. Griep, Vantilborgh, Baillien, et al, 2016;Solinger, Hofmans, Bal, & Jansen, 2016).…”

Section: Psychological Contractsmentioning

confidence: 99%

“…Bankins, 2015), and PC processes over time (e.g. Solinger et al, 2016), which provide useful leads for such matters to be investigated in relation to employees working internationally.…”

Section: Theoretical Grounding Of Pc In Expatriate/expatriation Researchmentioning

confidence: 99%

Psychological contracts: enhancing understanding of the expatriation experience

O’Donohue

Hutchings

Hansen

2017

The International Journal of Human Resource Management

View full text Add to dashboard Cite

In this introduction, we undertake a critical review of the state of research examining psychological contracts (PCs) as they pertain to the experience of expatriation and expatriates. Though expatriation as an activity has diversified greatly in recent decades -with the growth of self-initiated expatriation, more short-term, flexible and commuter assignments and a broadening of the expatriate profile with a wider range of people choosing to expatriate -there has been limited research published thus far examining expatriates' perceptions of their PC and how it is affected by working inter-culturally. This introduction briefly traces the history of PC research and expatriates/expatriation and the employment relationship, and then considers the extant research specifically examining PCs in relation to expatriates/ expatriation. The articles included in the special issue address a range of areas identified in the call for papers and provide valuable insights into expatriation and expatriates' experience including: expatriate PC breach; expatriate PC fulfilment; preand post-assignment PC as perceived by repatriates; PC of flexpatriates; and, episodic formation of expatriate PCs. Given the relatively underexplored area of expatriate/expatriationrelated PC research, the special issue establishes a platform for undertaking future research in this field.

show abstract

“…Organization commitment is a predictor of resignation behavior and work performance, and also an effective measurement of organization performance (Morris & Sherman, 1981;Ferries &Aranya, 1983;Dawson, Karahanna, &Buchholtz, 2014;Solinger et al, 2016). Therefore, organization commitment receives high respect from researchers and mangers, and regarded as an importance factor to improving organization performance.…”

Section: Introductionmentioning

confidence: 99%

Job Performance and Job Satisfaction: Roles of Organizational Commitment and Psychological Contract

2018

International Journal of Research in Tourism and Hospitality

View full text Add to dashboard Cite

Bouncing back from psychological contract breach: How commitment recovers over time

Cited by 114 publications

References 54 publications

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

Psychological contracts: enhancing understanding of the expatriation experience

Job Performance and Job Satisfaction: Roles of Organizational Commitment and Psychological Contract

Contact Info

Product

Resources

About