Exploring employer–employee relationship: A psychological contract breach-exit voice and loyalty effect mediated by the dark triad

South African Journal of Business Management

Field Value
Title Exploring employer–employee relationship: A psychological contract breach-exit voice and loyalty effect mediated by the dark triad
Creator Mmamel, Uche Abugu, James Ilechukwu, Leo Ogbo, Anastasia Onodugo, Vincent Ofoegbu, Grace Okwo, Henry U.
Subject Psychology; Organizational Behavior; Human Resources Studies; Ethics contract; exit; voice; loyalty; psychopathy; narcissism; Machiavellianism.
Description Purpose: To understand the underlying employer–employee relationships when there are weak labour laws and high unemployment, we tested a mediation of the ‘Dirty Dozen’ – 12 – items measuring the dark triad (Machiavellianism, psychopathy and narcissism) on the Psychological Contract Breach (PCB) – Exit, Voice and Loyalty (EVL) effect.Design/methodology/approach: Using 391 respondents comprising the staff of a large financial institution in Nigeria, we formulated the hypotheses to establish direct, indirect and total effects of the variables studied. Constructs diagnostics were performed using confirmatory factor analysis (CFA) for construct validity, composite reliability for internal consistency and Hayes’ mediated regression to test the hypotheses.Findings/results: All direct effects were statistically significant. Narcissism is shown as the non-statistically supported mediator amongst the dark triad, whilst the study showed that the total effect of the multiple mediators worsens loyalty behaviour more than they predict exit behaviour.Practical Implications: This implies that employers should do better to maintain a healthy work climate in developing climes, as the dominant response to contract breach would not be exit, but rather disloyalty, which would be more disruptive to the organisation than either exit or voice.Originality/value: Post Coronavirus Disease 2019 (COVID-19) there could be a threat to sustainable work systems. Both employers and employees would have to develop methods to deal with perceived breach from employers and idiosyncratic work behaviour of employees. The contributions of this study would aid sustainable work-related practices, especially within unregulated work environments as present in Africa and other developing nations across the world.
Publisher AOSIS
Contributor TETFUND, Nigeria
Date 2021-05-31
Type info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion —
Format text/html application/epub+zip text/xml application/pdf
Identifier 10.4102/sajbm.v52i1.2079
Source South African Journal of Business Management; Vol 52, No 1 (2021); 13 pages 2078-5976 2078-5585
Language eng
Relation https://sajbm.org/index.php/sajbm/article/view/2079/1825 https://sajbm.org/index.php/sajbm/article/view/2079/1826 https://sajbm.org/index.php/sajbm/article/view/2079/1827 https://sajbm.org/index.php/sajbm/article/view/2079/1828
Coverage Nigeria — Staff Category; Age; Work category
Rights Copyright (c) 2021 Uche Mmamel, James Abugu, Leo Ilechukwu, Anastasia Ogbo, Vincent Onodugo, Grace Ofoegbu, Henry U. Okwo https://creativecommons.org/licenses/by/4.0