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Rosen, C.C., Chang, C.H., Johnson, R.E., et al. (2009) Perceptions of the Organizational Context and Psychological Contract Breach: Assessing Competing Perspectives. Organizational Behavior and Human Decision Processes, 2, 202-217.
https://doi.org/10.1016/j.obhdp.2008.07.003

has been cited by the following article:

• TITLE: Does the Employee’s Work Attitude and Work Behavior Have the Same Stability? —A Empirical Study Based on Psychological Contract Breach

  AUTHORS: Biaobin Yan, Xiaoling Huang, Xueying Chen

  KEYWORDS: Psychological Contract Breach, Organizational Commitment, Organizational Support, Work-Related Attitudes and Behavior of Employees

  JOURNAL NAME: Open Journal of Social Sciences, Vol.6 No.10, October 30, 2018

  ABSTRACT: This study explored the mediating influence of organization commitment and organization support on the relation between psychological contract breach and work-related attitudes and behaviors of employees in 326 employees with questionnaires. The results show that: 1) Besides influencing job satisfaction directly, psychological contract breach doesn’t affect organizational identification and work behavior directly. 2) Organizational commitment and organization support not only all can partly play an intermediary role in psychological contract breach and job satisfaction, but also mediated fully the effect of psychological contract breach to organization identification. 3) By support commitment, psychological contract breach can affect the behavior of employees, such as personal initiative, interpersonal harmony, protection on company resources, altruistic behavior, in which organizational support plays a mediating role in psychological contract breach and organizational commitment. Conclusion: When employees perceive psychological contract breach, their work attitudes and behaviors will be different, and the mechanisms of the effects will also be different.