Role of Communication in Developing Psychological Contract Breach: Mediating Role of Power Distance
Abstract
The communication plays very important role across organizations. Similarly, the psychological contract exists all the time within the organization. This article explains the role of communication in minimizing the psychological contract breach (PCB) mediated by power distance. The organizations are required effective communication in order to create a strong bond between the organization and the employees. The PCB not only has harmful impact on employees but also negatively affect the performance of the organization. This research suggests the impact of communication on PCB if the communication is strong there are more chances of low PCB but if communication is not strong the chances of high PCB within the organization is observed. The research also examines the communication mediated by high and low PD and suggests its impact on the PCB. The research suggest within the organization if communication is strong its leads toward the lower PCB among the employees and when the communication is mediated by lower power distance it will leads toward the lower PCB vis-a-vis.Downloads
References
Bambacas, M. & Patrickson, M. (2008). Interpersonal communication skills that enhance organizational commitment. Journal of Communication Management, 12(01), 51-72. Bhargava, U. A. (2013). Effect of psychological contract breach on the organizational outcome: Moderating role of tenure and education level. Vikalpa Volume 38. Bochner, S. & Hesketh, B. (1994). Power distance, individualism/collectivism, and job-related attitudes in a culturally diverse . Journal of Cross-Cultural Psychology, 3, 233-257. Clutterbuck, D. (2005). Communication and the psychological contract. Journal of Communication Management, 09(04), 359 - 364. Coyle-Shapiro, J. A. M. & Conwey, N. (2006). Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support. Journal of Applied Psychology, 90(04), 774-781. Cynthia Lee1, M. P. (2000). Power-Distance, Gender and Organizational Justice. Journal of Management, 6, 685-704. David, C. & Thomas, k. A. (2003). Cultural variation and psychological contract. Journal of organizational behavior, 3, 451- 471. Dessler, G. (2013). Human Resource Management. In G. Dessler, Human Resource Management (13th ed., pp. 2-29). United States of America: Pearson Education, Inc., publishing as Prentice Hall.
Guest, D. E. (2004). The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract. Applied psychology: an international review, 53(4), 541–555. Guest, D. E. & Conway, N. (2002). Communicating the Psychological Contract: An Employer Perspective. Human Resource Management Journal, 12(02), 22-38. Guest, D. E. (1998). Is the psychological contract worth taking seriously? Journal of Organizational Behavior, 19, 649-664 Guzzo, R. A. & Noonan, K. A. (1994). Human Resource Practices as Communications and the Psychological Contract. Human Resource Management, 33(03), 447-462. Herriot, P. & Pemberton, C. (1997). Facilitating new deals. Human Resource Management Journal, 7(1), 45-56. Hiltrop, J. M. (1996). Managing the changing psychological contract. Employee Relations, 18(01), 36 - 49. Hofstede, G. (1973-78). Motivation, Leadership, and Organization: Do American Theories Apply Abroad? European Institute for Advanced Studies in Management. Hofstede, G. & Bond, M. H. (1984). Hofstede's Culture Dimensions An Independent Validation Using Rokeach's Value Survey. Journal of cross-cultural psychology, 15(4), 417-433. Jacobs, G. (2006). Communication for commitment in remote technical workforces. Journal of Communication Management, 10(04), 353 - 370. Kickul, J., Lester, S. W. & Finkl, J. (2002). Promise breaking during radical organizational change: Do justice interventions make a difference? Journal of Organizational Behavior, 23(4), 469-488. Khan, D. S. (2008-2009). Public Administration with special reference to Pakistan. Amjad malik. Latif, M. S. (2015). Hofstede Dimensions of Culture A Brief Comparison between Pakistan and New Zealand. Academy of Contemporary Research Journal, 2, 22-26. Maertz Jr, C. P. & Griffeth, R. W. (2004). Eight motivational forces and voluntary turnover: A theoretical synthesis with implications for research. Journal of Management, 30(5), 667-683. Madlock, P. E. (2014). The Influence of Power Distance and Communication on Mexican Workers. International journal of business communication (IJBC), 2(3). Morrison, E. W. & Robinson, S. L. (1997). When employees feel betrayed: a model of how psychological contract violation develops. Academy of Management Review, 22(1), 226-56. Moore, B. (2006). India thinks. Retrieved from India think: http://indiathink.com/power-distance/ Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 2, 574-599. Robinson, E. W. (1997). When Employeesf Eelb Etrayeda: Modelo F How Psychological Contract Violation Develops. Academy Of Management Review, 2, 226-256. Robinson, S. L. & Morrison, E. W. (2000). The development of psychological contract breach and violation: a longitudinal study. Journal of Organizational Behavior, 21(5), 525-46. Sparrow, P. R. & Cooper, C. L. (2003). The Psychological Contract. In P. R. Sparrow, & C. L. Cooper, The Employment Relationship Key challenges for HR (pp. 41-65). Butterworth-Heinemann, An imprint of Elsevier, Linacre House, Jordan Hill, Oxford. Syed, S., Arain, G. A., Schalk, R. & Freese, C. (2015). Balancing Work and Family Obligations in Pakistan and the Netherlands: A Comparative Study. Global Business and Organizational Excellence, 34(5), 39-52. Thomson, K. & Hecker, L. (2001). Value-adding communication: Innovation in employee communication and internal marketing. Journal of Communication Management, 05(01), 48-58. Turnley, W. H. & Feldman, D. C. (1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human Relations, 52(7), 895-922. Wanous, J. P., Poland, T. D., Premack, S. L. & Davis, K. S. (1992). The effects of met expectations on newcomer attitudes and behaviors: a review and meta-analysis. Journal of Applied Psychology, 77(3), 288-97.
Copyright (c) 2016 Journal of Economics and Behavioral Studies
This work is licensed under a Creative Commons Attribution 4.0 International License.
Author (s) should affirm that the material has not been published previously. It has not been submitted and it is not under consideration by any other journal. At the same time author (s) need to execute a publication permission agreement to assume the responsibility of the submitted content and any omissions and errors therein. After submission of a revised paper in the light of suggestions of the reviewers, editorial team edits and formats manuscripts to bring uniformity and standardization in published material.
This work will be licensed under Creative Commons Attribution 4.0 International (CC BY 4.0) and under condition of the license, users are free to read, copy, remix, transform, redistribute, download, print, search or link to the full texts of articles and even build upon their work as long as they credit the author for the original work. Moreover, as per journal policy author (s) hold and retain copyrights without any restrictions.
