Concordia University, Montreal

Usman Raja

Concordia University, Montreal

Gary Johns

Filotheos Ntalianis
Concordia University, Montreal

PUBLISHED IN:
ACADEMY OF MANAGEMENT JOURNAL 2004, VOL. 47, NO. 3, 350-367

The relatively stable set of psychological and behavioral attributes that distinguish one person from another.

Personality Traits Enduring characteristics that describe an individuals behavior.

 It is an informal or unwritten obligation between employee and employer. A persons overall set of expectations regarding what he or she will contribute to the organization and what the organization, in return, will provide to the individual. Individuals contribute effort, skills, ability, time etc. Organizations provide inducements in the form of tangible/intangible rewards
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This research paper to examined the relationship between employee personality and psychological contract type, perceptions of contract breach, and feelings of contract violation. In this article, we examine the relationship between these two phenomena to address important research omissions in both domains.
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In general, personality characteristics (extraversion, conscientiousness, neuroticism, self-esteem, equity sensitivity, and locus of control) were related to reported contract type. Contract type and feelings of violation were associated with job satisfaction, organizational commitment, and intentions to quit.
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Neuroticism It is a fundamental personality trait in the study of psychology characterized by anxiety, moodiness, worry, envy, and jealousy. Extraversion According to researchers, extraversion is associated with leadership behavior. Extraversion is characterized by sociability, talkativeness, assertiveness and excitability. The quality of being comfortable with relationships
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The extent to which a person believes his circumstances are a function of either his own actions or of external factors beyond his control. The degree to which people believe they are masters of their own fate.
Internal locus of controlindividuals who believe they are in control of their lives. External locus of controlIndividuals who believe that what happens to them is controlled by outside forces such as luck or chance.

It is a personality variable that explains individual differences in reactions to inequality. Persons high in equity sensitivity are outcome oriented.

Self-Esteem

The extent to which a person believes she or he is a worthwhile and deserving individual. Individuals degree of liking or disliking themselves.
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Perceived Breach

It is an imbalance in the social exchange process in which an employee does not received expected outcomes from an organization for fulfilling his obligations. (Morrison & Robinson. 1997).

Feelings of Violation

It describes the feelings of anger, distress, injustice and mistrust arising from the realization that ones organization has failed to fulfill its obligations. (Morrison & Robinson. 1997: Rousseau. 1989).
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Sample
The sample consisted of employees working in five well established private and public sector organizations located in Pakistan. Surveys were distributed to employees working in secretarial, clerical, or higher-level positions through designated, trained people in their respective organizational units. Overall, 300 questionnaires distributed, total received 197 usable responses, representing a response rate of 66 percent.

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All measures were obtained from a self-report questionnaire. In Pakistan, English is taught as a major, compulsory subject beginning in grade school and is the medium of instruction for all university education. Except for entry-level jobs in which almost no education is required, every person employed in Pakistan can at least read and understand English. Thus, given the sampling frame, we did not have to translate the questionnaire into the native language.
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We believe that this study contributes to both research on personality and research on contracts. In the domain of personality, the study joins a small but growing body of research that opens the black box to explain how personality affects organizational behavior. It showed how motivation mediated the relationship between personality and job performance, and how perceptions of core job characteristics mediated the relationship between personality and job satisfaction.
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we contribute evidence that suggests an explanation for one of the most interesting phenomena in organizational behavior how employees facing ostensibly identical job conditions selfconstruct either disappointing or rewarding relationships with their employers. A tentative explanation is that personality influences contract terms, breach perception, and feelings of violation.
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