Role of Trust In Violation Of Psychological Contract’s Effect on Organizational Citizenship Behaviour And Turnover Intention: A Research In Health Sector

Abstract

In contemporary organizations, the need of unity in objectives and cooperation between employees and managers is quite clear. And to establish this kind of cooperation, both employees and organization have to satisfy their expectations mutually. And the term of psychological contract expresses the psychological agreement, which supposed to start in the process of recruitment, mostly not spoken about and stays covered, shows changeability and subjectivity. In the case of employee’s or organization’s failure about meeting the expectations, means the violation of psychological contract. By the violation of psychological contract, some negativity emerge on employee’s attitude and behaviors towards the organization. These may start with simply anxiety or uneasiness of mind and may follow to anti-social behaviors, decline in-role and extra-role performance, even termination of the relation with the organization. Therefore, violation of psychological contract’s effects on citizenship behavior and turnover intention are detected, and these effects are evaluated in the case that “trust” presumed to ease many organizational negativity, exists.