Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees

From the social exchange theory, this study examines the relationship between psychological contract breach, organizational cynicism, and union commitment, as well as the interaction effect of perceived union dual identity on the relationship between organizational cynicism and union commitment. We...

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Autores principales:	Ji-Young Ahn, Xia Lei, Joohee Han
Formato:	article
Lenguaje:	EN
Publicado:	MDPI AG 2021
Materias:	social exchange theory psychological contract breach union commitment organization cynicism perceived union identity Environmental effects of industries and plants TD194-195 Renewable energy sources TJ807-830 Environmental sciences GE1-350
Acceso en línea:	https://doaj.org/article/0e5eb6d9b883484bbea1e3263a778754
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id	oai:doaj.org-article:0e5eb6d9b883484bbea1e3263a778754
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spelling	oai:doaj.org-article:0e5eb6d9b883484bbea1e3263a7787542021-11-11T19:41:42ZPsychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees10.3390/su1321120342071-1050https://doaj.org/article/0e5eb6d9b883484bbea1e3263a7787542021-10-01T00:00:00Zhttps://www.mdpi.com/2071-1050/13/21/12034https://doaj.org/toc/2071-1050From the social exchange theory, this study examines the relationship between psychological contract breach, organizational cynicism, and union commitment, as well as the interaction effect of perceived union dual identity on the relationship between organizational cynicism and union commitment. We argue that contract breach has a positive impact on union commitment, and this relationship is mediated by organizational cynicism. Moreover, we suggest that the perceived union dual identity moderates the relationship between the two. To examine this, we sampled 371 employees of Chinese non-state-owned firms in 2019. The results show that, in the Chinese context, the psychological contract breach has a positive impact on organizational cynicism and union commitment. This relationship is weaker when the perceived union identity (state-oriented) is higher; it is stronger when the perceived union identity (labor-oriented) is higher.Ji-Young AhnXia LeiJoohee HanMDPI AGarticlesocial exchange theorypsychological contract breachunion commitmentorganization cynicismperceived union identityEnvironmental effects of industries and plantsTD194-195Renewable energy sourcesTJ807-830Environmental sciencesGE1-350ENSustainability, Vol 13, Iss 12034, p 12034 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	social exchange theory psychological contract breach union commitment organization cynicism perceived union identity Environmental effects of industries and plants TD194-195 Renewable energy sources TJ807-830 Environmental sciences GE1-350
spellingShingle	social exchange theory psychological contract breach union commitment organization cynicism perceived union identity Environmental effects of industries and plants TD194-195 Renewable energy sources TJ807-830 Environmental sciences GE1-350 Ji-Young Ahn Xia Lei Joohee Han Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
description	From the social exchange theory, this study examines the relationship between psychological contract breach, organizational cynicism, and union commitment, as well as the interaction effect of perceived union dual identity on the relationship between organizational cynicism and union commitment. We argue that contract breach has a positive impact on union commitment, and this relationship is mediated by organizational cynicism. Moreover, we suggest that the perceived union dual identity moderates the relationship between the two. To examine this, we sampled 371 employees of Chinese non-state-owned firms in 2019. The results show that, in the Chinese context, the psychological contract breach has a positive impact on organizational cynicism and union commitment. This relationship is weaker when the perceived union identity (state-oriented) is higher; it is stronger when the perceived union identity (labor-oriented) is higher.
format	article
author	Ji-Young Ahn Xia Lei Joohee Han
author_facet	Ji-Young Ahn Xia Lei Joohee Han
author_sort	Ji-Young Ahn
title	Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
title_short	Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
title_full	Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
title_fullStr	Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
title_full_unstemmed	Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees
title_sort	psychological contract breach and union commitment revisited: evidence from chinese employees
publisher	MDPI AG
publishDate	2021
url	https://doaj.org/article/0e5eb6d9b883484bbea1e3263a778754
work_keys_str_mv	AT jiyoungahn psychologicalcontractbreachandunioncommitmentrevisitedevidencefromchineseemployees AT xialei psychologicalcontractbreachandunioncommitmentrevisitedevidencefromchineseemployees AT jooheehan psychologicalcontractbreachandunioncommitmentrevisitedevidencefromchineseemployees
_version_	1718431450127138816

Psychological Contract Breach and Union Commitment Revisited: Evidence from Chinese Employees

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