Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model |
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| Affiliation: | 1. University of Montreal, C.P. 6128, Succursale Centre-Ville, Montréal, Québec H3C 3J7, Canada;2. HEC Montreal, 3000 Chemin de la Côte Sainte-Catherine, Montréal, Québec H3T 2A7, Canada;1. Durham University, England, UK;2. University of Turku, Finland;3. Finnish Institute of Occupational Health, Finland;1. The University of Western Ontario, Canada;2. Institute for Positive Psychology & Education, Australian Catholic University, Australia;3. HEC Montreal, Canada;1. School of Psychology, The University of Auckland, New Zealand;2. Centre for Industrial Relations and Human Resources, University of Toronto, Canada;1. Nottingham University Business School China, The University of Nottingham Ningbo China, 199 Taikang East Road, Ningbo 315100, China;2. HEC Montréal, 3000 Chemin de la Côte Sainte-Catherine, Montréal, Québec H3T 2A7, Canada;1. Department of Psychology, University of Calgary, Calgary, Canada;2. Division of Epidemiology, Stress Research Institute, Stockholm University, Stockholm, Sweden;3. Work and Organizational Psychology (WOPs), Vrije Universiteit Brussel, Brussel, Belgium;1. London School of Economics and Political Science, United Kingdom;2. ETH Zurich, Switzerland;3. Johannes Gutenberg-University Mainz, Germany |
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| Abstract: | This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed. |
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