This study examined the moderating role of equity sensitivity in determining the relationship between psychological contract breach and employees' attitudes and behaviors. Entitled individuals were expected to have greater increases in negative affect toward their organization and greater decreases in job satisfaction and organizational citizenship behavior than benevolent individuals following a breach of extrinsic outcomes (i.e., pay, benefits). Conversely, benevolents were expected to respond more negatively than their entitled counterparts following a breach of intrinsic outcomes (i.e., autonomy, growth). Results supported most of the study's propositions. Practical implications as well as directions for future research are discussed.
Journal of Business and Psychology – Springer Journals
Published: Oct 17, 2004
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