Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are most important to PCB. Thus, we focus on personality traits selected based on insights from a reneging-incongruence framework suggesting that personality traits will be important to the degree that they influence the likelihood that employees are targeted for a “real” PCB (i.e., reneging) or bias their perspective of their PCB (i.e., incongruence). Further, drawing from social exchange theory, we examined PCB as a mechanism by which personality traits relate to job performance. Meta-analytic results indicated that the multiple correlation between personality traits and PCB was R = 0.34, and they continued to account for variance in PCB beyond social exchange quality. Emotional stability and equity sensitivity were the strongest predictors of PCB. Results also demonstrated that PCB mediates the relationships equity sensitivity and emotional stability have with task performance, organizational citizenship behavior, and counterproductive work behavior, even controlling for job satisfaction as an alternative mediator.

中文翻译：

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旁观者之眼：人格特质与心理契约违约和工作绩效关系的荟萃分析


心理合同违约 （PCB） 是一种主观认知，认为雇主未能履行承诺的义务。因为 PCB 是主观的，所以性格特征应该起重要作用。然而，关于人格特质与 PCB 之间关系的现有研究是分散的，并且探索了人格特质的各种子集，对于哪些特质对 PCB 最重要几乎没有达成一致。因此，我们关注根据违背不一致框架的见解选择的人格特质，这些见解表明人格特质的重要性在于它们会影响员工成为“真实”PCB 目标的可能性（即违背）或偏向他们对 PCB 的看法（即不一致）。此外，借鉴社会交换理论，我们将 PCB 研究为人格特征与工作绩效相关的一种机制。荟萃分析结果表明，人格特质与 PCB 之间的多重相关性为 R = 0.34，它们继续解释 PCB 超出社会交换质量的方差。情绪稳定性和公平敏感性是 PCB 的最强预测因子。结果还表明，PCB 中介公平敏感性和情绪稳定性与任务绩效、组织公民行为和适得其反的工作行为之间的关系，甚至控制工作满意度作为替代中介。