Rosen, Christopher C. Chang, Chu-Hsiang Johnson, Russell E. Levy, Paul E.
Abstract
This study examines how employees' perceptions of specific features of the organizational context--organizational politics and procedural justice--are related to their evaluations of psychological contract breach and subsequent attitudes and behaviors. Across three studies, we examined the appropriateness of four models for describing relationships among the focal constructs. Results of these studies support (a) an environmental responsiveness model in which psychological contract breach mediates the effects of politics and justice on employee outcomes, and (b) a general fairness evaluation model where politics, justice, and psychological contract breach serve as indicators of a higher order factor that predicts employee attitudes and behavior. Implications and directions for future research are presented.
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Volume (Year): 108 (2009) Issue (Month): 2 (March) Pages: 202-217 Download reference. The following formats are available: HTML
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