ArticleFrontiers in psychology2022
Psychological contract breach and job performance of new generation of employees: Considering the mediating effect of job burnout and the moderating effect of past breach experience.
Article in Frontiers in psychology, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 8 papers.
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Who cites it
8 citing papers in PubMed.
- The impact of job stress on job performance among college interns: the mediating roles of psychological contract and perceived organizational support, and the moderating role of physical and mental health.Frontiers in psychology · 2026Article
- Perceived fulfillment of multilevel psychological contract responsibilities, job burnout, and turnover intention among primary care physicians: a structural equation modeling analysis.Frontiers in public health · 2026Article
- How Does Supportive Leadership Impact the Safety Behaviors of the New Generation of Construction Workers?Behavioral sciences (Basel, Switzerland) · 2025Article
- Relationship between psychological contract fulfillment, job burnout, and job satisfaction among pharmacists in private medical institutions in Guiyang, China.Frontiers in public health · 2025Article
- Job satisfaction, burnout, and safety behavior in air traffic controllers: a mediation analysis and decision tree insights.Frontiers in public health · 2025Article
- The relationship between effort-reward imbalance and quality of working life among medical caregivers: mediating effects of job burnout.Frontiers in psychology · 2024Article
- Article
- Work stress, mental health, and employee performance.Frontiers in psychology · 2022Article
Corrections and comments
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Authors and funding
7 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
With the intensification of COVID-19 epidemic, it becomes prominent to discuss the issue about the influence of psychological contract breach on job performance of new generation of employees. Based on social exchange theory, fairness theory, and conservation of resource theory, this study constructed a relationship model between psychological contract breach and job performance of new generation of employees with considering the mediating effect of job burnout and the moderating effect of past breach experience. Our hypotheses were tested using data from 235 respondents working in Yunnan Province, China. The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative relationship between psychological contract breach and job performance of new generation of employees, and past experience of breach positively moderated the negative relationship between psychological contract breach and job performance of new generation of employees; third, in the grouped sample of non-state-owned enterprises, job burnout did not play a significant mediating role in the relationship between psychological contract breach and job performance of new generation of employees, and past breach experience did not play a significant moderating role in this relationship. These findings uncover the psychological mechanism underlying work performance of new generation of employees, and also provide useful theoretical reference for management practices of new generation of employees among different natures of enterprises.
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