Psychological Contract Violation Management and Organizational Citizenship Behaviours in Selected Commercial Banks in Kampala District

James Kagaari

Authors

James Kagaari

Keywords:

psychological contract violation; psychological contract violation management; organizational citizenship behaviours; banks; Uganda

Abstract

The purpose of the study was to find the relationship between psychological contract violation, psychological contract violation management and Organizational citizenship behaviours. The research was carried out in selected commercial banks in Kampala District. The researcher used a simple random sampling (lottery) approach to select a sample of 144 respondents. Self-administered questionnaires were administered; data collected and analyzed using SPSS software version 19 adopted for windows. The results indicated that there is a significant relationship between the study variables {(Psychological contract violation and OCB, r =-.37, ρ ≤ .01); (Psychological contract violation management and OCB; r = 0.48, p ≤ .01)}. The researcher concluded that whenever employees perceive a psychological contract violation, the organisation is likely to suffer serious consequences. Employees begin to engage in undesirable behaviours. The researcher recommended that employers should ensure that the promised obligations to the employees are fulfilled and not violated. This will enable employees gain a sense of belonging in the organisation and go an extra mile to make sure that the set goals and objectives are achieved.

Downloads

How to Cite

Psychological Contract Violation Management and Organizational Citizenship Behaviours in Selected Commercial Banks in Kampala District. (2014). Global Journal of Human-Social Science, 14(A4), 19-28. https://socialscienceresearch.org/index.php/GJHSS/article/view/1009

Download Citation

References

M Armstrong (2006) Armstrongs Handbook of Human-resource Management Practice (11th ed.). 18(4).

D Bergeon (2007) The potential paradox of organizational citizenship behaviour: good citizens 3. at what cost?. 32(4), 1078-1095.

J Bhatnagar, S Sandhu (2005) Psychological empowerment and organisational citizenship behaviour (OCB) in "IT" managers: A talent retention tool. 40(4), 449-469.

Mark Bolino, William Turnley (2003) Going the extra mile: Cultivating and managing employee citizenship behavior. 17(3), 60-71.

J Busingye (2012) Revisiting use of DNA characters in taxonomy with MolD - a tree independent algorithm to retrieve diagnostic nucleotide characters from monolocus datasets.

J Coyle-Shapiro, I Kessler (2000) Mutuality, Stability and Psychological Contract Breach: A Longitudinal study.

J Coyle-Shapiro, I Kessler (2000) Consequences of the psychological contract for the Employment relationship: A large-scale survey. 37, 903-930.

Null- Coyle-Shapiro, Ian Kessler (2002) Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives. 11(1), 69-86.

R Morrison, P Robinson (2001) Quantitative and Qualitative studies of Violation of 19. Psychological contract. 5, 83-114.

Kevin Mossholder, Randall Settoon, Stephanie Henagan (2005) A Relational Perspective on Turnover: Examining Structural, Attitudinal, and Behavioral Predictors. 48(4), 607-618.

M Muhumuza (2012) Banks defy gloom to post profits. 16-17.

L Namubiru (2011) Electronic banking fraud taking root in Uganda.

J Newstrom, D Keith (2002) Organisational Behaviour, Human Behaviour at work 11 th Edition.

B Niehoff, J Robert (2001) The just workplace: Developing and maintaining 25. Effective psychological contracts. 22(1/2), 5-8.

D Organ (1988) Organisational Citizenship Behaviour-the Good soldier syndrome, 1 st Edition.

Massachusetts Lexington, D Toronto, Health, D Organ, P Podsakoff, S Mackenzie (2006) Organizational citizenship Behavior: Its nature, antecedents, and consequences.

Philip Posdakoff, Scott Mackenzie (1994) Organizational Citizenship Behaviors and Sales Unit Effectiveness. 31(3), 351-363.

S Robinson, D Rousseau (1994) Violating the psychological contract: not the exception but the norm. 15, 245-259.

Denise Rousseau (1989) Psychological and implied contracts in organizations. 2(2), 121-139.

Denise Rousseau (1995) Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements.

Denise Rousseau (2000) Psychological Contracts in the United States: Diversity, Individualism, and Associability in the Marketplace. 250-282.

D Rousseau, K Wade-Benzoni (1995) Changing individual-organizational attachments: A two-way street.

P Sparrow (2000) The new employment contract: Psychological Implications for future work.

L Sun, S Aryee, K Law (2007) Highperformance Human resource practices, citizenship 36. Behaviour; and organisational performance: A relational perspective. 50(3), 558-577.

T Oikarinen, M Hyypia, T Pihkala (2007) Effects of HRM practices on Employees`OCB within networks.

B Tukamuhabwa, J Ntayi, M Muhwezi, S Eyaa, J Saturday, D Guest, N Conway (2000) Can an organization have a psychological contract? A performance in Uganda`s commercial banks. 4(1), 18-29.

William Turnley, Daniel Feldman (2000) Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. 21(1), 25-42.

Aristóbulo De Juan (2019) From Good Bankers to Bad Bankers. 1-16.

Linn Van Dyne, Jon Pierce (2004) Psychological ownership and feelings of possession: three field studies predicting employee attitudes and organizational citizenship behavior. 25(4), 439-459.

A Wesaka (2009) Canadian 419 victim loses $150,000. 2009(1), 5.