THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS
通过元分析研究心理契约违背对8种工作结果的影响，发现违背会影响除实际离职外的所有结果，且情感因素在其中起中介作用。
A meta‐analysis was conducted to examine the influence of psychological contract breach on 8 work‐related outcomes. Breach was related to all outcomes except actual turnover. Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover intentions), and individual effectiveness (actual turnover, organizational citizenship behavior, and in‐role performance). Structural equation modeling was used to test the model. The results indicated that affect mediates the effect of breach on attitude and individual effectiveness. Two moderators were also examined including the type of breach measure (global vs. composite) and the content of the psychological contract breach (transactional vs. relational). Theoretical and practical implications of the results are discussed.