Abstract

Nowadays, many organizations use a team-based work structure to adapt themselves to the radical changes of business environment. The team-based work structure is constructed by members who have complementary functions and abilities, therefore the interdependence among team members is increasing. However, the previous studies on psychological contract breach have been focused on the individual-level factors. Thus, we have given attention to the group-level effects on psychological contract breach. Specifically, we focus on the group-level moderating effects of procedural justice in the relationship between psychological contract breach and attitudes of organizational members(job satisfaction, organizational commitment, turnover intention). Using a sample of 182 employees of 32 departments in three organizations, the study found that psychological contract breach was related to organizational commitment/ turnover intention. Moreover, the group-level procedural justice was proved to be as a moderator on the relationship between psychological contract breach and organizational commitment/turnover intention. However, psychological contract breach was not related to job satisfaction and the group-level procedural justice had no moderating effect on the relationship between psychological contract breach and job satisfaction. This results contribute the psychological contract literature by appling a multilevel perspective.