Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Department of Management | en_US |
| dc.creator | Mui, Pak-chin Nick | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/1723 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | How leaders improve organizational effectiveness under psychological contract violation? | en_US |
| dcterms.abstract | Due to the recession of world's economy in 2001, Hong Kong's economy is still at the bottom and no one can tell when will it bounce back. For the time being, most of the Hong Kong organizations mainly focus on short-term goals and care little about traditional employment relationship. Perceived Psychological Contract Violation is therefore quite common in organizations, which left employees disillusioned and cynical, feeling less job security, displaying less organizational loyalty and placing less faith in their employers' promises and commitments to them. Many researches have been conducted to recognize that Psychological Contract Violations are negatively related to Organizational Commitment and Organizational Citizenship Behavior, which consequently, negatively related to organizational effectiveness. However, how the leadership style(s) moderate the relationship between perceived Psychological Contract Violations and organizations' effectiveness remains unclear. Quantitative study was conducted to find out these relationships. All the scales used in the present study had demonstrated to be valid and reliable. Respondents were asked about their perceptions towards their employment relationship, the leadership style(s) of their immediate supervisor and their Organizational Commitment and Organizational Citizenship Behavior. Results showed that perceived Psychological Contract Violation was partially and negatively related to Organizational Citizenship Behavior, while certain leadership styles, surprisingly, worsen the negative relationships between perceived Psychological Contract Violation and Organizational Citizenship Behavior than attenuates the negative relationship. | en_US |
| dcterms.extent | 88 leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2003 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.B.A. | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.LCSH | Organizational effectiveness | en_US |
| dcterms.LCSH | Contracts -- Psychological aspects | en_US |
| dcterms.LCSH | Commitment (Psychology) | en_US |
| dcterms.LCSH | Industrial relations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b17106540.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.99 MB | Adobe PDF | View/Open |
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