<P> Perceived psychological contract violation (PPCV) is a construct that regards employees' feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its work - related promises (Morrison & Robinson, 1997), and is generally thought to be the organization's contribution to a negative reciprocity dynamic, as employees tend to perform more poorly to pay back PPCV (Robinson, 1996; Robinson, Kraatz, & Rousseau, 1994; Turnley & Feldman, 1999). </P> <P> Both PPCV and perceived organizational support (POS) are based on the norm of reciprocity . Both POS and PPCV are types of social exchanges and therefore involve implicit obligations, rather than economic exchanges, which involve explicit obligations (Blau, 1964; Emerson, 1972). Perceived organizational support is focused on favorable treatment and the degree to which employees engage in positive reciprocity with the organization, whereas PPCV is focused on unfavorable treatment and the degree to which employees engage in negative reciprocity with the organization . </P> <P> David R. Hekman and colleagues (2009) found that professional employees (e.g. doctors, nurses, lawyers) were less likely to reciprocate PPCV when they strongly identified with the organization and weakly identified with the profession . Indeed, such workers' organizational identification and professional identification combined to alter the influence of PPCV on performance behaviors . The results suggested that PPCV had the most negative influence on professional employees' work performance when employees strongly identified with the profession and weakly identified with the organization . </P>

Violations of the psychological contract may be addressed through
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