Psychological contract breach and workplace deviance: Does emotional intelligence matter?

Balogun, Anthony G.; Oluyemi, Taye S.; Afolabi, Olukayode Ayooluwa

doi:10.1080/14330237.2018.1426808

Cited by 23 publications

(29 citation statements)

References 36 publications

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“…For instance, Sharma et al (2016) argued that emotional intelligence plays a moderating role in the relationship between workplace conflict and individual emotional and behavioral reactions to such conflict. Soomro et al (2019) argued that though stressful events trigger employee CWB; thus, how employees process their emotions induced by stressful events can significantly affect their engagement in CWB (Balogun et al, 2018;Ugwu et al, 2017). As stated by Chen et al (2019), individuals with higher levels of emotional intelligence are better able to understand, regulate and make use of emotional information than those with lower levels.…”

Section: Moderating Role Of Emotional Intelligencementioning

confidence: 99%

Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

Kundi¹,

Badar²

2021

Preprint

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Purpose This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender. Design/methodology/approach Survey data were collected from 193 employees working in different organizations in Pakistan. Findings Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men. Practical implications Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB. Originality/value This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

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Section: Moderating Role Of Emotional Intelligencementioning

confidence: 99%

Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

Kundi¹,

Badar²

2021

Preprint

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“…Tingkah laku devian ini merupakan satu cabaran besar yang harus ditangani dengan baik oleh organisasi hari ini. Secara khususnya, tingkah laku tersebut menjadi tumpuan para penyelidik serta pengamal industri kerana kesan negatif dan kos yang terpaksa ditanggung akibat daripada kelakuan tersebut (Balogun, Oluyemi & Afolabi, 2018;Coffin, 2003). Dapatan kajian yang dijalankan mengenai kesan tingkah laku devian misalnya, menunjukkan berlakunya penurunan produktiviti pekerja, perasaan takut yang meninggi dalam kalangan pekerja, ketiadaan jaminan keselamatan di tempat kerja, serta wujudnya masalah psikologi dan fizikal yang dialami oleh pekerja yang menjadi sasaran tingkah laku devian (cth., Coffin, 2003;Griffin, O'Leary-Kelly & Collin, 1998).…”

Section: Pengenalanunclassified

“…Seterusnya, ini akan menyebabkan mereka terlibat dengan tingkah laku devian sebagai tindak balas kepada layanan negatif yang diterima daripada organisasi. Secara empirikal, dapatan kajian lepas menunjukkan sokongan terhadap hubungan di antara pelanggaran kontrak psikologi dan tingkah laku yang tidak produktif di tempat kerja (Balogun et al, 2018;Raja, Johns & Ntalianis, 2004 (Morrison & Robinson, 1997). Apabila pekerja berasa marah dan kecewa kerana percaya bahawa organisasi telah melanggar janji, beliau akan melibatkan diri dengan tingkah laku devian sebagai satu cara untuk melepaskan perasaan amarah atau ketegangan emosi yang dialami (Robinson & Bennett, 1997).…”

Section: Pelanggaran Dan Pencabulan Kontrak Psikologi Serta Kaitannyaunclassified

“…Sehubungan itu, apabila pekerja menyaksikan berlakunya pelanggaran kontrak psikologi, ia akan mengakibatkan pekerja berasa marah, kecewa dan dikhianati dan ini seterusnya akan menyebabkan beliau terlibat dengan tingkah laku devian. Secara empirikal, kajian lepas mendapati wujud hubungan yang signifikan antara pencabulan kontrak psikologi dengan sikap dan kelakuan pekerja (cth., Balogun, 2018;Suazo et al, 2005). Kesimpulannya, berdasarkan hujah dan penerangan di atas, kajian ini meramalkan bahawa pencabulan kontrak psikologi bertindak sebagai pemboleh ubah pengantara yang menerangkan hubungan antara pelanggaran kontrak psikologi dengan tingkah laku devian di tempat kerja.…”

Section: Pelanggaran Dan Pencabulan Kontrak Psikologi Serta Kaitannyaunclassified

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PELANGGARAN DAN PENCABULAN KONTRAK PSIKOLOGI SERTA KESANNYA TERHADAP TINGKAH LAKU DEVIAN DI TEMPAT KERJA (Breach and Violation of Psychological Contract and its Effect on Workplace Deviance)

Arshad

Nurmaya

2020

International Journal of Management Studies

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Tingkah laku devian di tempat kerja didapati memberi kesan negatif bukan sahaja kepada pekerja tetapi juga kepada organisasi secara keseluruhan. Dapatan kajian lepas menunjukkan anteseden atau punca yang mempengaruhi tingkah laku devian di tempat kerja terdiri daripada faktor individu iaitu faktor diri pekerja, dan faktor situasi yang berkaitan dengan organisasi. Kajian ini dijalankan untuk mengkaji hubungan antara pelanggaran dengan pencabulan kontrak psikologi (sebagai faktor peramal) dengan tingkah laku devian di tempat kerja. Secara khususnya, kajian ini menghipotesiskan wujudnya hubungan langsung antara pelanggaran kontrak psikologi dengan tingkah laku devian serta hubungan tidak langsung menerusi pencabulan kontrak psikologi. Kesahan model pengukuran dan hipotesis diuji menggunakan teknik statistik Model Persamaan Berstruktur (SEM) dengan menggunakan data yang dikumpulkan daripada 477 orang jururawat di Indonesia. Selaras dengan kerangka kerja Morrison dan Robinson (1997), dapatan kajian ini menunjukkan wujudnya hubungan tidak langsung yang signifikan antara pelanggaran kontrak psikologi dengan tingkah laku devian menerusi pencabulan kontrak psikologi sebagai pemboleh ubah pengantara. Secara teorinya, kajian ini dapat menyumbang kepada literatur menerusi penggunaan teori kontrak psikologi dalam menerangkan tingkah laku devian di tempat kerja. Abstract Workplace deviance behaviour was found to not only harm employees but also the organisation as a whole. Findings from past research have shown that individual and situational or organisational factors act as antecedents of deviant behaviour. The purpose of this paper is to examine the relationship between psychological contract breach, violation and workplace deviance. Specifically, this study hypothesised both direct relationship between psychological contract breach and workplace deviance, and indirect relationship between the two variables via psychological contract violation. To test the validity of the measurement model and to test the hypotheses, Structural Equation Modelling (SEM) statistical technique was employed to analyse the survey data collected from 477 nurses in Indonesia. Consistent with Morrison and Robinson’s (1997) framework, the results showed that psychological contract violation mediates the relation between psychological contract breach and workplace deviance. Theoretically, this study contributes to the existing literature by expanding the utility of psychological contract theory in explaining workplace deviant behaviours. Keywords: Psychological contract, breach, violation, workplace deviance, social exchange theory.

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“…Furthermore, while most of the studies of psychological contract breach is conducted in developed world such as Asia and European countries, less attention is attached to it in developing and underdeveloped countries and Nigeria to be specific [23], [4] therefore, it is important to examine psychological contract breach in African countries and Nigeria to be specific [24].…”

Section: Problem Statementmentioning

confidence: 99%

Perceived Organizational Support and Psychological Employment Contract Breach: A Proposed Model on the Mediating Effect of Trust

2019

ijrte

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The present paper presents a proposed model and examines the literature review of trust on the relationship between perceived organizational support and psychological employment contract breach. Most of the previous study on psychological contract were conducted in the Asian and western world and very scanty in African countries. Hence, psychological employment contract breach, particularly in Nigeria which is a developing country, has been discussed. Mixed results was found regarding the relationship between perceived organizational support, trust and psychological employment contract breach. Conclusively, suggestion was made for future research.

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Psychological contract breach and workplace deviance: Does emotional intelligence matter?

Cited by 23 publications

References 36 publications

Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

PELANGGARAN DAN PENCABULAN KONTRAK PSIKOLOGI SERTA KESANNYA TERHADAP TINGKAH LAKU DEVIAN DI TEMPAT KERJA (Breach and Violation of Psychological Contract and its Effect on Workplace Deviance)

Perceived Organizational Support and Psychological Employment Contract Breach: A Proposed Model on the Mediating Effect of Trust

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