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Perceived psychological contract violation : ウィキペディア英語版
Perceived psychological contract violation
Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its work-related promises (Morrison & Robinson, 1997),〔Morrison, E.W., & Robinson, S.L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226-256.〕 and is generally thought to be the organization’s contribution to a negative reciprocity dynamic, as employees tend to perform more poorly to pay back PPCV (Robinson, 1996; Robinson, Kraatz, & Rousseau, 1994; Turnley & Feldman, 1999).〔Robinson, S. L. 1996. Trust and breach of the psychological contract. Administrative Science Quarterly, 41: 574 –599.〕〔Robinson, S. L., Kraatz, M., & Rousseau, D. M. 1994. Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37: 137–152.〕
==Differentiation from perceived organizational support ==
Both PPCV and perceived organizational support (POS) are based on the norm of reciprocity. Both POS and PPCV are types of social exchanges and therefore involve implicit obligations, rather than economic exchanges, which involve explicit obligations (Blau, 1964; Emerson, 1972).〔Blau, P. M. 1964. Exchange and power in social life. New York: Wiley.〕〔Emerson, R. M. 1972. Exchange theory, part I: A psychological basis for social exchange. In J. Berger, M. Zelditch, & B. Anderson (Eds.), Sociological theories in progress, vol. 2: 38 –57. Boston: Houghton Mifflin.〕 Perceived organizational support is focused on favorable treatment and the degree to which employees engage in positive reciprocity with the organization, whereas PPCV is focused on unfavorable treatment and the degree to which employees engage in negative reciprocity with the organization.

抄文引用元・出典: フリー百科事典『 ウィキペディア(Wikipedia)
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