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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Bibliographic Details
Published in:Sustainability 2021-11, Vol.13 (21), p.12034
Main Authors: Ahn, Ji-Young, Lei, Xia, Han, Joohee
Format: Article
Language:English
Subjects:
Aggressiveness
Behavior
Collective bargaining
Emotions
Employees
Executive compensation
Hypotheses
Labor disputes
Labor unions
Organizational aspects
Organizational change
Perceptions
Social exchange theory
Sustainability
Unionization
Workers
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Summary: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.
ISSN:2071-1050
2071-1050
DOI:10.3390/su132112034