The effect of perceived organizational support on psychological employment contract breach in Nigeria public universities: The mediating effect of trust

Abstract

Psychological employment contract breach which signifies the perception of employees regarding the non-fulfilment of employment promises by the employer influences employment relationship in organization. This paper investigated the mediating effect of trust on the relationship between perceived organizational support and psychological employment contract breach. The research draws upon quantitative method in measuring the respondent’s perception and the adoption of organizational justice theory. Using proportionate stratified random sampling method, a sample size of 367 academicians that are employees of Nigeria public universities was used as respondents. Factor analysis and correlation analysis was
employed to draw the relationship between the variables and the study found that there is relationship between perceived organizational and psychological employment contract breach. The analysis of data showed that the perceived organizational support has positive effect on dimension of psychological employment contract breach (employee frustration). The results also indicated that trust mediated the relationship between perceived organizational support and the dimension of psychological employment contract breach (employee frustration). It is recommended that organizational justice theory be critically considered and adhered to as it plays a critical role in the psychology of lecturers. It also recommended to that image of trust be properly maintained by the employer and that lecturers should be treated with dignity, respect, as well as creating platform for lecturer’s feedback to the management on their perception regarding the organizational support.