Abstracts
Abstract
Few researchers have sought to examine the consequences of psychological contract breach in the particular case of professional employees working for nonprofessional organizations. To increase our understanding, the purpose of this article was to test an original research model encompassing psychological contract breach, psychological contract violation, perceived organizational support, organizational and professional commitment, and intention to leave the organization. A study was conducted among a sample of 329 professional employees working in nonprofessional organizations. As predicted, this research shows a positive relationship between psychological contract breach and psychological contract violation, a negative relationship between breach and organizational commitment, and a negative relationship between organizational commitment and the intention to leave the organization. However, contrary to expectations, the results indicated that perceived organizational support has no moderating effect on the relationship between breach and violation. This finding does not confirm previous findings from the study by Suazo and Stone-Romero (2011). This unexpected result led to testing a different combination between perceived organizational support and PC-breach and PC-violation, which is documented in the literature on nonprofessional employees. Thus, in accordance with previous results by Suazo (2009), the data from our research indicate that the relationship between PC breach and perceived organizational support is mediated by PC violation. This alternative research model suggests testing a long mediation process by which the breach influences the intention to leave the organization via the violation, the perceived organizational support, and professional and organizational commitment. This long mediation process has been confirmed by our data. Finally, the results of this research suggest that when working in a non-professional context, professional employees tend to react to breaches of the psychological contract in a similar way to non-professional employees.
Keywords:
- professional employees,
- psychological contract,
- perceived organizational support,
- employee commitment,
- turnover intention
Résumé
Peu de recherches ont examiné les conséquences de la brèche du contrat psychologique dans le cas particulier des employés professionnels travaillant pour des organisations non-professionnelles. Afin de combler cette lacune et dans le but de gagner en compréhension, cet article a pour objectif de tester un modèle de recherche original englobant la brèche et la violation, le soutien organisationnel perçu, les engagements organisationnel et professionnel, ainsi que l'intention de démissionner. Une recherche a été conduite auprès un échantillon de 329 employé(e)s professionnel(le)s travaillant dans des organisations non-professionnelles. Conformément aux prédictions, notre étude montre une relation positive entre la brèche et la violation, une relation négative entre la violation et l'engagement organisationnel, ainsi qu'une relation négative entre l'engagement organisationnel et l'intention de quitter l'organisation. Toutefois, contrairement aux attentes, les résultats ont indiqué que le soutien organisationnel perçu n'a pas d'effet modérateur sur la relation entre la brèche et la violation, ce qui tend à infirmer les conclusions précédentes de l'étude de Suazo et Stone-Romero (2011). Ce résultat inattendu a conduit au test d'une combinaison différente et documentée dans la littérature auprès d'employés non-professionnels. Ainsi, en conformité avec les résultats de Suazo (2009), les données indiquent que la violation a un effet médiateur sur la relation entre la brèche et le soutien organisationnel perçu. Ce modèle de recherche alternatif suggère de tester un processus de médiation long par lequel la brèche influence l'intention de quitter l'organisation via la violation, le soutien organisationnel perçu ainsi que les engagements professionnel et organisationnel. Ce long processus de médiation a été confirmé par nos données. Finalement, les résultats de cette recherche laissent penser que lorsqu'ils travaillent en contexte non-professionnel, les employés professionnels tendent à réagir aux brèches du contrat psychologique de manière semblable aux employés non-professionnels.
Mots-clés :
- employés professionnels,
- contrat psychologique,
- soutien organisationnel perçu,
- engagement des employés,
- intention de quitter
Resumen
Pocos investigadores han tratado de estudiar las consecuencias de la ruptura del contrato psicológico en el caso particular de los empleados profesionales que trabajan para organizaciones no profesionales. Para mejorar la comprensión, este artículo se propone poner a prueba un modelo de investigación original que abarca la ruptura del contrato psicológico, la violación del contrato psicológico, la percepción del apoyo organizacional, el compromiso organizacional y profesional, así como la intención de dejar la organización. A este efecto, se realizó un estudio con una muestra de 329 empleados profesionales que trabajan en organizaciones no profesionales. Como se predijo, esta investigación muestra una relación positiva entre la ruptura del contrato psicológico y la violación del contrato psicológico, una relación negativa entre la ruptura y el compromiso organizacional, y una relación negativa entre el compromiso organizacional y la intención de abandonar la organización. Sin embargo, contrariamente a lo esperado, los resultados indicaron que el apoyo organizacional percibido no tiene un efecto moderador sobre la relación entre el incumplimiento y la violación. Este resultado no confirma los resultados previos del estudio de Suazo y Stone-Romero (2011). Este resultado inesperado condujo a evaluar una combinación diferente entre la percepción del apoyo organizacional y la ruptura del contrato psicológico y la violación del contrato psicológico, la cual está documentada en la literatura sobre los empleados no profesionales. Así, en concordancia con los resultados anteriores de Suazo (2009), los datos de nuestra investigación indican que la violación del contrato psicológico actúa como mediador de la relación entre el incumplimiento del contrato psicológico y el apoyo organizacional percibido. Este modelo alternativo de investigación sugiere la evaluación de un largo proceso de mediación por el cual el incumplimiento influye en la intención de abandonar la organización, en la medida que dicha influencia está mediatizada por la violación, el apoyo organizacional percibido y los compromisos profesional y organizacional. Este largo proceso de mediación ha sido confirmado por nuestros análisis. En conclusión, estos resultados sugieren que cuando trabajan en un contexto no profesional, los empleados profesionales tienden a reaccionar a las rupturas del contrato psicológico de manera similar que los empleados no profesionales.
Palabras clave:
- empleados profesionales,
- contrato psicológico,
- apoyo organizacional percibido,
- compromiso profesional,
- intención de dejar el empleo
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Appendices
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