When the past is strongly involved in the present: Examining the transference effects of past psychological contract violation on present deviance
研究员工过去遭遇的心理契约违背如何通过降低心理所有权和增加工作不安全感，影响其在当前新组织中的越轨行为，并发现新组织的制度化社会化策略能缓冲这种负面迁移效应。
Employees who experience psychological contract violation may quit the organization and join a new organization. However, how past psychological contract violation influences employees’ behavior in the new organization is less understood. Drawing on the social-cognitive model of transference, we hypothesize that past psychological contract violation is associated with lower psychological ownership and higher job insecurity in the new organization. These adverse transference effects can be buffered by institutionalized socialization tactics in the new organization. Furthermore, past psychological contract violation influences employees’ present deviant behaviors through psychological ownership and job insecurity in the new organization. These indirect effects are weaker when the new organization uses more (vs. less) institutionalized socialization tactics. The results across two field studies provide consistent and robust support for our hypothesized model. We discuss how our findings shed light on the transference effects of psychological contract violation and how to attenuate these harmful effects.