Not All Contract Breach Are the Same the Interconnection Of Social Exchange And Psychological Contract Processes

In Organizations

As the title of the study defines that all the responses of breach are not same in the organization, we see that the study explores the relationship between different psychological contracts with the employee outcomes. In previous researches, researchers try to explain the role of the cognitive along with rational and affective processes of LMX and POC in the social exchange relationships in influencing the inter-organizational activity. In this study, authors address the gap of linkage between psychological contracts, perceived organizational support and leader member exchange to measure the attitude of the employees in the workplace (Dulac, Jacqueline , Shapiro , Henderson, & Wayne , 2008). In this research, the previous gap is filled by the exploring the breach and violation in the psychological contracts as a mechanism accounts for outcomes in the social exchange relationships like affective commitment, trust in the organization and turnover intentions of employees within an organization. However, the relationships mentioned in this study shows the contribution of the article to the literature by contract breach as a reason of relationship between LMX as well as POS and organization outcomes (Tekleab et al 2005). Along with this relationship, this article also relates LMX and POS with the emotional status of the employee regarding breach within a high quality exchange relationships. Along with this relation, this article also explores the role of violation as a variable to define the dimension of the relationship between Psychological breach and work outcomes.