The concepts of psychological contract breach and psychological contract violation are related but distinct within the field of organizational behavior and human resources. Here’s a breakdown of the differences:

Psychological Contract Breach

A psychological contract breach occurs when an employee perceives that the organization has failed to fulfill one or more obligations or promises made, either explicitly or implicitly.

• Characteristics
  • Perception-Based: It is the employee’s perception that the employer has not met its commitments.
  • Cognitive Reaction: The breach is often a cognitive recognition that something promised has not been delivered.
  • Less Intense: The emotional reaction may not be strong. Employees might feel disappointed or concerned, but the reaction is more about the discrepancy between expectations and reality.
• For Example: An employee expected a promotion after a year of service based on conversations during the hiring process, but the promotion did not happen. The employee perceives this as a breach of the psychological contract.

Psychological Contract Violation

A psychological contract violation is the emotional and affective response that arises when an employee perceives a severe breach of the psychological contract. It goes beyond the recognition of unmet expectations to include strong emotional reactions.

• Characteristics
  • Emotional Response: It involves a deeper emotional response, such as anger, betrayal, or resentment.
  • Affective Reaction: The violation signifies a significant impact on the employee’s feelings towards the employer.
  • More Intense: The emotional reaction is often more intense and can lead to negative behaviors such as reduced loyalty, increased turnover intention, or decreased job performance.
• For Example: Using the same scenario of an unfulfilled promotion promise, the employee not only perceives the breach but also feels deeply betrayed and angry, leading to a significant decline in their trust and commitment to the organization.