the impact of personality on psychological contracts

7/22/2019 The Impact of Personality on Psychological Contracts

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Gary JohnsConcordia UniversityMontrealUsman Raja

Concordia UniversityMontreal

PUBLISHED IN:ACADEMY OF MANAGEMENT JOURNAL 2004, VOL. 47, NO. 3, 350-367

Filotheos NtalianisConcordia UniversityMontreal


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The relatively stable set ofpsychological and behavioralattributes that distinguish one person

from another.

Personality TraitsEnduring characteristics that describe

an individuals behavior.

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It is an informal or unwritten obligationbetween employee and employer. Apersons overall set of expectationsregarding what he or she will contribute to

the organization and what theorganization, in return, will provide to theindividual.

Individuals contribute effort, skills, ability,time etc.

Organizations provide inducements in theform of tangible/intangible rewards

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This research paper to examined therelationship between employee personalityand psychological contract type, perceptionsof contract breach, and feelings of contract

violation.

In this article, we examine the relationshipbetween these two phenomena to address

important research omissions in bothdomains.

Continue..

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In general, personality characteristics(extraversion, conscientiousness,neuroticism, self-esteem, equity sensitivity,and locus of control) were related toreported contract type.

Contract type and feelings of violation were

associated with job satisfaction,organizational commitment, and intentionsto quit.

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NeuroticismIt is a fundamental personality trait in the

study of psychology characterized by anxiety,moodiness, worry, envy, and jealousy.

ExtraversionAccording to researchers, extraversion isassociated with leadership behavior.

Extraversion is characterized by sociability,

talkativeness, assertiveness and excitability.The quality of being comfortable withrelationships

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The extent to which a person believes hiscircumstances are a function of either his ownactions or of external factors beyond his control.

The degree to which people believe they are

masters of their own fate.

Internal locus of controlindividuals whobelieve they are in control of their lives.

External locus of controlIndividuals whobelieve that what happens to them is controlledby outside forces such as luck or chance.

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It is a personality variable that explains

individual differences in reactions toinequality.

Persons high in equity sensitivity are

outcome oriented.Self-Esteem The extent to which a person believes she

or he is a worthwhile and deserving

individual. Individuals degree of liking or disliking

themselves.

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Perceived Breach It is an imbalance in the social exchange process

in which an employee does not receivedexpected outcomes from an organization forfulfilling his obligations. (Morrison & Robinson.1997).

Feelings of Violation It describes the feelings of anger, distress,

injustice and mistrust arising from the realizationthat ones organization has failed to fulfill itsobligations.(Morrison & Robinson. 1997: Rousseau. 1989).

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Sample The sample consisted of employees working in

five well established private and public sectororganizations located in Pakistan.

Surveys were distributed to employees workingin secretarial, clerical, or higher-level positionsthrough designated, trained people in theirrespective organizational units.

Overall, 300 questionnaires distributed, totalreceived 197 usable responses, representing aresponse rate of 66 percent.

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All measures were obtained from a self-report

questionnaire. In Pakistan, English is taught as a major,

compulsory subject beginning in grade schooland is the medium of instruction for all

university education. Except for entry-leveljobs in which almost no education is required,every person employed in Pakistan can at leastread and understand English.

Thus, given the sampling frame, we did nothave to translate the questionnaire into thenative language.

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We believe that this study contributes to both

research on personality and research oncontracts.

In the domain of personality, the study joins asmall but growing body of research that

opens the black box to explain howpersonality affects organizational behavior.

It showed how motivation mediated therelationship between personality and jobperformance, and how perceptions of core

job characteristics mediated the relationshipbetween personality and job satisfaction.

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we contribute evidence that suggests an

explanation for one of the mostinteresting phenomena in organizationalbehavior how employees facing

ostensibly identical job conditions self-construct either disappointing orrewarding relationships with theiremployers. A tentative explanation is that

personality influences contract terms,breach perception, and feelings ofviolation.

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the impact of personality on psychological contracts

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