University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 4 1 2014 08 23 The Structural Model of Psychological Contract Violation, Organizational Commitment, Turnover, Job Satisfaction and Deviant Behaviors The Structural Model of Psychological Contract Violation, Organizational Commitment, Turnover, Job Satisfaction and Deviant Behaviors 55 70 17319 FA M Golparvar Islamic Azad University,Khorasgan Branch,Esfahan KH Hasseinzadeh M Abedini A Ashja Journal Article 2016 06 14 Normal <br /> 0 <br /> <br /> <br /> <br /> <br /> false <br /> false <br /> false <br /> <br /> EN-US <br /> X-NONE <br /> FA <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> /* Style Definitions */ <br /> table.MsoNormalTable <br /> {mso-style-name:"Table Normal" <br /> mso-tstyle-rowband-size:0 <br /> mso-tstyle-colband-size:0 <br /> mso-style-noshow:yes <br /> mso-style-priority:99 <br /> mso-style-qformat:yes <br /> mso-style-parent:"" <br /> mso-padding-alt:0cm 5.4pt 0cm 5.4pt <br /> mso-para-margin:0cm <br /> mso-para-margin-bottom:.0001pt <br /> mso-pagination:widow-orphan <br /> font-size:11.0pt <br /> font-family:"Calibri","sans-serif" <br /> mso-ascii-font-family:Calibri <br /> mso-ascii-theme-font:minor-latin <br /> mso-fareast-font-family:"Times New Roman" <br /> mso-fareast-theme-font:minor-fareast <br /> mso-hansi-font-family:Calibri <br /> mso-hansi-theme-font:minor-latin <br /> mso-bidi-font-family:Arial <br /> mso-bidi-theme-font:minor-bidi} <br /> <br /> <br /> <br />This research was conducted with the purpose <br />of studying the structural model of the relationships of psychological contract <br />violation with organizational commitment, turnover, job satisfaction and <br />deviant behaviors. Research method was correlation and the statistical population <br />were male employees of an industrial company in Shiraz city, from <br />among which 300 employees were selected using convenience sampling. Assessment <br />instruments consisted of Psychological Contract Violation Questionnaire <br />(Tekleab etal, 2005), Organizational Commitment Questionnaire <br />(Speier & Vankatesh, 2002), Job Satisfaction Questionnaire <br />(Spector, 1985), Turnover Questionnaire (Tekleab etal, <br />2005) and Deviant Behavior Questionnaire (Bennett & Robinson, 2000). Data <br />was analyzed using Pearson’s correlation coefficient, structure equation <br />modeling (SEM) and mediation analysis. Findings showed that psychological <br />contract violation explained 7.1 percent of organizational commitment variance, <br />organizational commitment and job satisfaction explained 16.7 percent of <br />turnover variance, organizational commitment explained 20.3 percent of job <br />satisfaction variance and turnover explained 4.3 percent of deviant behavior <br />variance. Mediation analysis showed that organizational commitment played the complete <br />mediator variable in the relation of psychological contract violation with job <br />satisfaction and job satisfaction was the partial mediator variable in the <br />relation of organizational commitment with turnover. Finally <br />with regard to the limitation of generalization of current research results it <br />is suggested to industrial organizations that they should not violate their <br />obligations to employees in anyway. Normal <br /> 0 <br /> <br /> <br /> <br /> <br /> false <br /> false <br /> false <br /> <br /> EN-US <br /> X-NONE <br /> FA <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> /* Style Definitions */ <br /> table.MsoNormalTable <br /> {mso-style-name:"Table Normal" <br /> mso-tstyle-rowband-size:0 <br /> mso-tstyle-colband-size:0 <br /> mso-style-noshow:yes <br /> mso-style-priority:99 <br /> mso-style-qformat:yes <br /> mso-style-parent:"" <br /> mso-padding-alt:0cm 5.4pt 0cm 5.4pt <br /> mso-para-margin:0cm <br /> mso-para-margin-bottom:.0001pt <br /> mso-pagination:widow-orphan <br /> font-size:11.0pt <br /> font-family:"Calibri","sans-serif" <br /> mso-ascii-font-family:Calibri <br /> mso-ascii-theme-font:minor-latin <br /> mso-fareast-font-family:"Times New Roman" <br /> mso-fareast-theme-font:minor-fareast <br /> mso-hansi-font-family:Calibri <br /> mso-hansi-theme-font:minor-latin <br /> mso-bidi-font-family:Arial <br /> mso-bidi-theme-font:minor-bidi} <br /> <br /> <br /> <br />This research was conducted with the purpose <br />of studying the structural model of the relationships of psychological contract <br />violation with organizational commitment, turnover, job satisfaction and <br />deviant behaviors. Research method was correlation and the statistical population <br />were male employees of an industrial company in Shiraz city, from <br />among which 300 employees were selected using convenience sampling. Assessment <br />instruments consisted of Psychological Contract Violation Questionnaire <br />(Tekleab etal, 2005), Organizational Commitment Questionnaire <br />(Speier & Vankatesh, 2002), Job Satisfaction Questionnaire <br />(Spector, 1985), Turnover Questionnaire (Tekleab etal, <br />2005) and Deviant Behavior Questionnaire (Bennett & Robinson, 2000). Data <br />was analyzed using Pearson’s correlation coefficient, structure equation <br />modeling (SEM) and mediation analysis. Findings showed that psychological <br />contract violation explained 7.1 percent of organizational commitment variance, <br />organizational commitment and job satisfaction explained 16.7 percent of <br />turnover variance, organizational commitment explained 20.3 percent of job <br />satisfaction variance and turnover explained 4.3 percent of deviant behavior <br />variance. Mediation analysis showed that organizational commitment played the complete <br />mediator variable in the relation of psychological contract violation with job <br />satisfaction and job satisfaction was the partial mediator variable in the <br />relation of organizational commitment with turnover. Finally <br />with regard to the limitation of generalization of current research results it <br />is suggested to industrial organizations that they should not violate their <br />obligations to employees in anyway. https://cbs.ui.ac.ir/article_17319_7fff35e421416e466c705e664791c970.pdf