@article{ref1,
title="Negative consequences of felt violations: the deeper the relationship, the stronger the reaction",
journal="Applied psychology",
year="2011",
author="Raja, Usman and Johns, Gary and Bilgrami, Sabahat",
volume="60",
number="3",
pages="397-420",
abstract="Drawing from past research suggesting that high prior commitment leads to stronger reactions to unfairness in the workplace (Brockner, Tyler, & Cooper-Schneider, 1992), we predicted that those forming relational as opposed to transactional psychological contracts would exhibit stronger detrimental effects of felt violation on job satisfaction, turnover intentions, and job performance. We also predicted a combined effect of personality and violation on these outcomes. Self- and supervisor-reported data (N= 331 dyads) collected from a variety of organisations supported our predictions. In general, relational contract terms were associated with stronger violation-outcome relationships, and transactional contract terms were associated with weaker relationships. Similarly, four of the Big Five dimensions (extraversion, neuroticism, agreeableness, and openness to experience) moderated the violation-outcome relationships such that it was stronger for higher levels of these traits.<p /><p>Language: en</p>",
language="en",
issn="0269-994X",
doi="10.1111/j.1464-0597.2011.00441.x",
url="http://dx.doi.org/10.1111/j.1464-0597.2011.00441.x"
}