violations of the psychological contract may be addressed through
Perceived psychological contract violation Both PPCV and perceived organizational support (POS) are based on the norm of reciprocity. Both POS and PPCV are types of social exchanges and therefore involve implicit obligations, rather than economic exchanges, which involve explicit obligations (Blau, 1964; Emerson, 1972).[4][5] Perceived organizational support is focused on favorable treatment and the degree to which employees engage in positive reciprocity with the organization, whereas PPCV is focused on unfavorable treatment and the degree to which employees engage in negative reciprocity with the organization.
Job characteristic theory The three psychological states, which are also the conceptual core of the theory, include (1) Experienced Meaningfulness of the Work, (2) Experienced Responsibility for the Outcomes of the Work, and (3) Knowledge of the Results of Work Activities. These psychological states are theorized to mediate the relationship between job characteristics and work-related outcomes. According to the theory, these three critical psychological states are noncompensatory conditions, meaning jobholders have to experience all three critical psychological states to achieve the outcomes proposed in the model.[19] For example, when workers experience the three psychological states, they feel good about themselves when they perform well. These positive feelings, in turn, reinforce the workers to keep performing well.[1]