The Relationship between Psychological Contract Breach and Engagement: Job Satisfaction and Organisational Support as Moderators
Keywords:
Moderating effect; job satisfaction; organisational support; psychological contract breach; work engagement
Abstract
The purpose of this study was to investigate the moderating effect of job satisfaction and organisational support on the relationship between psychological contract breach and work engagement. An experimental design involving quantitative research methodology was used, conducting a survey of 1 029 respondents. The relationship between psychological contract breach and work engagement is more complex than previous studies suggest: This research concludes that job satisfaction moderates the relationship between psychological contract breach and work engagement. Organisational support, however, does not have a significant moderating effect on this relationship. It was also limited to South African organisations; comparative studies in other African countries and other emerging markets would be useful. Psychological contract breach has an adverse effect on work engagement. This finding is particularly important for organisations going through economic difficulties with resultant resource losses - that are perceived by employees as a breach of psychological contract. This study suggests that organisations ought to commit their limited resources to increase job satisfaction during periods of change. It will lead to employees having a buffer between this breach and the risk of potentially lower engagement levels. Increased levels of employee job satisfaction would moderate the effect of psychological contract breach on work engagement – thus reducing the probability of poor work engagement. Surprisingly, organisational support did not have a significant moderating effect on the relationship between psychological contract breach and work engagement.
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References
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Bowling, N. A.& Hammond, G. D. (2008). A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale. Journal of Vocational Behavior, 73, 63 - 77. Boyne, G. A. (2004). 3Rs’ strategy for public service turnaround: Retrenchment, repositioning and reorganization. Public Money and Management, 24(2), 97 - 103. Caesens, G.& Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self- efficacy and its outcomes. European Journal of Applied Psychology, 64, 259 - 267. Chaundhry, A. & Song, L. J. (2014). Rethinking psychological contracts in the context of organizational change: The moderating role of social comparison and social exchange. The Journal of Applied Behavioral Science, 50(3), 337 - 363. Clifton, J.& Marlar, J. (2011). Worldwide, good job linked to higher wellbeing. Retrieved from Gallup.com: http://www.gallup.com/poll/146639/worldwide-good-jobs - linked -higher-wellbeing.aspx Cullen, K. L., Edwards, B. D., Casper, C.& Gue, K. (2014). Employees’ adaptability and perceptions of changerelated uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business Psychology, 29, 269 - 280. Cullinane, N.& Dundon, T. (2006). The psychological contract: A critical review. International Journal of Management Reviews, 8(2), 113 – 129. Eckerd, S., Hill, J., Boyer, K. K., Donohue, K. & Ward, P. T. (n.d.). The relative impact of attribute, severity, and timing of psychological contract breach on behavioral and attitudinal outcomes. Journal of Operations Management, 31, 567 - 578. Eisenberger, R., Huntington, R., Hutchison, S.& Sowa, D. (1986). Perceived organisational support. Journal of Applied Psychology, 71 (3), 500 - 507. Gakovic, A.& Tetrick, L. E. (2003). Psychological contract breach as a source of strain for employees. Journal of Business and Psychology, 18(2), 235 - 246. Gallup Inc. (2013). State of the global workforce. Washington: Gallup. Gill, J. & Johnson, P. (2002). Research Methods for Managers (3 ed.). London: Sage Publications. Hallberg, U. E.& Schaufeli, W. B. (2006). Can work engagement be discriminated from job involvement and organisational commitent. European Psychologist , 11 (2), 119 - 127. Harter, J. K., Schmidt, F. L.& Keyes, C. L. (2002). Well -being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Washington D.C.: American Psychological Association. Joubert, C. G.& Feldman, J. A. (n.d.). The effect of leadership behaviours on followers’ experiences and expectations in a safety- critical industry. South African Journal of Economic and Management Sciences, a1510. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692 - 724. Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31 - 36. Laschinger, S. H. & Leiter, M. K. (n.d.). The impact of nursing work environments on patient safety outcomes: the mediating role of burnout/engagement. The Journal of Nursing Administration, 36(5), 259 - 267. Leiter, M. P.& Maslach, C. (2008). Early predictors of job burnout and engagement. Journal of Applied Psychology, 93 (3), 498 - 512. Leppel, K., Brucker, E.& Cochran, J. (2012). The importance of job training to job satisfaction of older workers. Journal of Aging & Socoal Policy, 3, 62 - 76. Locke, E. A. (1969). What is job satisfaction. Organisational Behaviour and Human Performance, 4, 309 - 336. Mache, S., Vitzthum, K., Klapp, B. F. & Danzer, G. (2014). Surgeon's work engagement: Influencing factors and relations to job and life satisfaction. The Surgeon Journal of the Royal Colleges of Surgeons of Edinburgh and Ireland, 12, 181 - 190. Maleka, M. J. (2018). The biographical and human resource management predictors of union membership engagement of low and middle- income workers. Journal of Economics & Behavioral Studies, 10(1), 207 - 217. Mallah, M., Syed, S.& Memon, S. B. (2016). Role of communication in developing psychological contract breach: Mediating role of power distance. Journal of Economic and Behavioral Studies, 8(3), 6 - 13. Maswanganyi, N. (2014). Retrenchment at 10 -year high as economy sheds jobs. Retrieved from http://www.bdlive.co.za/economy/2014/02/11/retrenchments - at- 10 -year-high- as - economysheds -jobs
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Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of work engagement with a short questionnaire. Educational and Psychological Measurement, 66(4), 701 - 716. Schaufeli, W. B., Salanova, M., Gonzalez - Roma, V.& Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71 - 92. Scheepers, C. B.& Shuping, J. G. (2011). The effect of human resource practices on psychological contracts at an iron ore mining company in South Africa. South African Journal of Human Resource Management , 9(1), 139 - 157. Scrima, F., Lorito, L., Lucrezia, E.& Falgares, G. (2014). The mediating role of work engagement on the relationship between job involvement and affective commitment. The International Journal of Human Resource Management, 25 (15), 2159 - 2173. Seneque, M.& Bond, C. (2012). Working with the complexities of transformational change in a society in transition: A South African perspective. European Business Review, 24(5), 425 - 443. Simpson, M. R. (2009). Engagement at work: A review of the literature. International Journal of Nursing Studies, 46, 1012 - 1024. Ten - Brummelhuis, L. L.& Bakker, A. B. (2012). Staying engaged during the week: The effect of off-job activities on next day work engagement. Journal of Occupational Health Psychology , 11 (2), 445 - 455. Ten - Brummelhuis, L. L., Bakker, A. B., Hetland, J.& Keulemans, L. (2012). Do new ways of working foster work engagement? Psicothema, 24(1), 113 - 120. Thabane, L. J., Radebe, P. Q.& Dhurup, M. (2017). The effect of job satisfaction on the organisational commitment of administrators. Journal of Economics & Behavioral Studies, 9(6), 188 – 198. Tibaingana, A. (2014). Do organisational managers understand psychological contract? Merit Research Journal of Education and Review, 2 (8), 132 - 134. Tomprou, M., Rousseau, D. M.& Hansen, S. D. (2015). The psychological contracts of violation victims: A postviolation model. Journal of Organizational Behaviour, 36, 561 - 581. Tufail, M. S., Muneer, S. & Ishtiaq, M. (2016). Job Characteristics with Task and Contextual Performance: Moderating Role of Procedural Justice for Front Line Managers. Journal of Social Sciences, Special Issue, 299 - 508 Van Scheers, L.& Botha, J. (2014). Analysing relationship between employee job satisfaction and motivation. Journal of Business and Retail Management Research, 9(1), 98 - 109. Wulandari, P., Mangundjaya, W.& Utoyo, D. B. (2015). Is job satisfaction a moderator or mediator on the relationship between change leadership and commitment to change? Procedia - Social and Behavioral Sciences, 172, 104 - 111. Yakola, D. (2014). Leading companies out of crises. Boston: McKinsey & Company. Zhao, H., Wayne, S. J., Glibkowski, B. C.& Bravo, J. (2007). The impact of psychological contract breach on work- related outcomes: A meta -analysis. Personnel Psychology, 60(3), 647 - 680.
Published
2018-07-19
How to Cite
Westhuizen, T. van der, Scheepers, C. B., & Kele, T. (2018). The Relationship between Psychological Contract Breach and Engagement: Job Satisfaction and Organisational Support as Moderators. Journal of Economics and Behavioral Studies, 10(3(J), 187-202. https://doi.org/10.22610/jebs.v10i3.2327
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Copyright (c) 2018 Tjaart van der Westhuizen, Caren B. Scheepers, Tumo Kele
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