Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-03-12 DOI:10.1108/pr-11-2021-0793
Sadia Jahanzeb, Dave Bouckenooghe, Tasneem Fatima, Madiha Akram
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引用次数: 0

Abstract

Purpose

Drawing on social exchange literature, this study explores the mediating role of affective commitment between employees' assessments of contract breaches and opportunistic silence, along with the invigorating effect of hostile attribution bias.

Design/methodology/approach

We tested the hypotheses using multi-wave data collected from employees working in higher education institutions in Pakistan.

Findings

Perceived contract breaches elicit intentional, selfish and retaliatory motives of silence, largely because employees lack emotional attachments to their organization. This mechanism is more prominent among employees who tend to blame others and perceive them as antagonistic even when they are not.

Practical implications

For human resource managers, this investigation highlights a crucial feature – affective commitment – by which employees' perceptions of psychological contract breaches facilitate opportunistic silence. Our results suggest that this process is more likely to intensify when employees have distorted thinking, motivating them to attribute the worst motives to their employer's actions.

Social implications

Perceived contract breaches within universities can have far-reaching societal consequences, affecting trust, reputation, economic stability, and the overall quality and accessibility of education and research. Addressing and preventing such breaches is essential to maintaining the positive societal role of universities.

Originality/value

This study provides novel insights into the process that underlies the connection between perceived contract breach and opportunistic silence by revealing the hitherto overlooked role of employees' hostile attribution bias, which renders them more susceptible to experiencing unfavorable forms of social exchange.

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机会主义沉默:由心理契约违约点燃,由敌对归因偏见煽动
目的本研究以社会交换文献为基础,探讨了情感承诺在员工对违约行为的评估与机会主义沉默之间的中介作用,以及敌意归因偏差的激励作用。研究结果由于员工对组织缺乏情感依恋,他们认为违约行为会引发有意的、自私的和报复性的沉默动机。对于人力资源管理人员来说,这项调查强调了一个关键特征--情感承诺--员工对心理违约的认知会助长机会主义沉默。我们的研究结果表明,当员工的思维发生扭曲,促使他们将雇主的行为归结为最坏的动机时,这一过程就更有可能加剧。社会影响在大学内部发生的违约行为会产生深远的社会后果,影响信任、声誉、经济稳定以及教育和研究的整体质量和可及性。本研究揭示了迄今为止被忽视的员工敌对归因偏差的作用,这种偏差使他们更容易经历不利形式的社会交换,从而为感知到的违约与机会主义沉默之间的联系过程提供了新的见解。
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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