The effects of psychological contract violation are the subject considerable research. Yet, their in work arrangements with more than two parties largely unknown. Multi-party differ from traditional ones because individuals may be vulnerable to breach and by one party, potentially directing negative emotional responses not only towards responsible party but also displacing it other (innocent) p...

Research on trust in buyer–supplier relationships has tended to focus on the performance outcomes of a trusting relationship, as well as the processes that serve to build trust. Largely absent from the buyer–supplier literature is an in-depth examination of activities that break down trust, and the resulting effect on supplier trust in the buyer. The authors propose and test amodel that evaluat...

Purpose Pervasive and rampant workplace incivility effects have called for more studies on antecedents possible deterrents of the onset negative organizational behaviors. Based social exchange theory (SET), this study proposes a framework investigating underlying mechanisms team–member (TMX) instigated incivility. Design/methodology/approach The hypothesized model explores combined effect inter...

Human resource is a back bone of every organization, without employee no work can be done. So employee’s satisfaction is very important in all terms. Employees will be more satisfied if they get what they expected. When employees are treated fairly overall in the organization, they feel need of reciprocal response to the organization in positive behaviors. Organizational justice and psychologic...

Emotional labor is the process of regulating expressions and emotions to meet organizational goals, including surface performance deep performance. Based on psychological contract theory stress theory, this study investigates effect breach emotional mediating role job insecurity, which mediated by personality traits, effect.