| The purpose of this study was the investigation of the relationship between employer psychological contract violations and employees' organizational commitment and organizational citizenship behavior. Specifically, this research intended to examine how employees' attitudinal commitment (affective, continuance, and normative commitment) and citizenship behavior (altruism and generalized compliance) were influenced when they perceived unfulfilled organizational promises.; The population for this study were full-time employees of the information technology sector working for an organization located in the Eastern United States. To address the research questions and to examine the relationship between perceived psychological contract violations and organizational commitment and organizational citizenship behavior, ten hypotheses were developed. All hypotheses were tested using hierarchical multiple regression. As predicted, the results revealed significant relationships between psychological contract violations of intrinsic and extrinsic outcomes and affective commitment, continuance commitment, normative commitment, altruism-based OCB, and generalized compliance-based OCB.; The study findings suggest that violations of promises pertaining to each of the intrinsic (autonomy and control and growth and development) psychological contract dimensions were negatively related with affective commitment. Likewise, a negative relationship was found between violations of the growth and development intrinsic dimension and normative commitment, altruism-based OCB, and generalized compliance-based OCB. Violations of the organizational benefits extrinsic dimension were negatively related with continuance commitment only. The results also revealed that psychological contract violations of the organizational rewards extrinsic dimension were negatively related with affective commitment, altruism, and generalized compliance. As expected, none of the psychological contract intrinsic dimensions (autonomy and control and growth and development) was significantly related to continuance commitment. However, in contrast to expectations, none of the psychological contract extrinsic dimensions (organizational rewards and organizational benefits) was significantly related to normative commitment. The results of the study and recommendations for future research are discussed. |
