Organizational Trust, Organizational Identification, Psychological Contract Breach and Organizational Citizenship Behavior in Professionals

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Sayyeda Ume Rubab, Dr Shazia Qayyum, Dr Iram Fatima


The present research was conducted to investigate the relationship between organizational trust, organizational identification, psychological contract breach and organizational citizenship behavior in college teachers and bankers of private sector. It was hypothesized that organizational trust and organizational identification would likely to have positive relationship with organizational citizenship behavior. Psychological contract breach would likely to have negative relationship with organizational citizenship behavior. Organizational trust would likely to have indirect effect on organization citizenship behavior through organizational identification. It was also hypothesized that psychological contract breach is likely to have interaction effect on the relationship of organizational trust, organizational identification and organizational citizenship behavior. Correlational research design was used to assess the proposed hypotheses. The sample of the study was consisted of 152 participants selected from different colleges and banks of private sector using purposive sampling technique. Organizational Trust Scale (OTS), Organizational Identification Scale (OIS), Psychological Contract Breach Scale and Organizational Citizenship Behavior Checklist (OCBC) was used to measure considered variables. Pearson product moment correlation was used to find relationship among study variables and moderated mediation analysis had been done by using SPSS PROCESS macro. This study will provide insights regarding psychological attachments of employees i.e., organizational trust, organizational identification, psychological contract and to which extent they regulate the behavior and attitudes of employees. Therefore, study has significance in human resources so they will be able to take measures that efficiency of employees as well as effectiveness of organizational outcomes.


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