Behavioural Outcomes of Psychological Contract Breach in a Non‐Western Culture: The Moderating Role of Equity Sensitivity*
研究心理契约违背对员工工作场所越轨行为、角色内绩效和组织公民行为的影响，并发现公平敏感性调节了部分关系，对关注员工管理的实践者有价值。
This study tests the effects of psychological contract breach on several employee outcomes: workplace deviant behaviours directed at the organization (WD‐O) and its organizational members (WD‐I), in‐role performance, and organizational citizenship behaviours directed at the organization (OCB‐O) and its co‐workers (OCB‐I). It also examines the moderating effects of equity sensitivity in the relationship between breach and these outcomes. Data were collected from 162 sales executives and their direct supervisors. We found that breach was related to all behavioural outcomes. Equity sensitivity and breach also interacted in predicting OCB‐I, OCB‐O and WD‐I. The negative relationships between breach and OCB‐O and OCB‐I were stronger for employees with an outcome‐focused approach to organizational relationships than for those with an input‐focused approach. In addition, breach had stronger positive effects on WD‐I especially for those individuals who are output‐oriented compared to those who are input‐focused.