Moderating effects of national culture on the psychological contract breach and outcome relationship: A meta-analysis

Purpose
The purpose of this paper is to undertake a meta-analysis of psychological contract literature published in the last two decades to investigate the impact of national culture as a moderator of the relationship between psychological contract breach and job performance and turnover relationships based on the GLOBE Cultural dimensions and the social exchange theory.
Design/methodology/approach
The study used meta-analytic data from 134 studies after a vigorous literature search in psychological contract literature that looks at the association between psychological contract breach and job performance and turnover at the individual level. We then extend these data to incorporate national cultural scores based on the GLOBE study’ practice dimensions to handle country-level scores to identify how breach and job performance and turnover relationships vary across cross-cultures. The paper presents a multi-level model.
Findings
The findings of the authors indicate that psychological contract breach negatively associated with job performance and turnover anchored within the social exchange theory. The findings also reveal that national cultural practices moderated the association between breach and job performance and turnover.
Originality/value
Findings from this study confirm a positive relationship with the breach and job performance and negative relationships between breach and turnover while contributing to our understanding of how the cultural practices such as institutional collectivism, performance-orientation, power-distance, future-orientation, and gender egalitarianism moderates the relationship between breach and job performance and turnover based on multilevel meta-analytic research design.