Summary of articles in the special issue
| Authors | Context/countries | Research aim | Theoretical foundation | Methodology/sample | Key findings |
|---|---|---|---|---|---|
| Conway and Clinton (2026) | United Kingdom | Consider role of dilemmatic commitments to examine breach, OCB and employee turnover | Social exchange theory Escalation of commitment theory | Longitudinal survey and objective data, T1- 436 sales advisers; T2- 190 sales advisers UK bank | Found evidence for opposing mediating pathways between PC breach and employee turnover, through dilemmatic commitments, breach had a positive impact on employee turnover via affective commitment and a negative impact through continuance commitment |
| Saksida et al. (2026) | United States | Examine gig workers' reactions to PC violation | Organizational justice theory | Mixed method, Study 1- quantitative, 202 Uber drivers, Study 2- qualitative 32 interviews with platform workers | PC violation lowered trust in the organization and increased intentions to leave. Workers who rely less on gig work displayed casual cynicism towards the platform |
| Sanders and Florkowski (2026) | – | Explore a personal sensemaking model for psychological contracting | Sensemaking | Conceptual | Presented a conceptual model and research propositions for understanding PC, focusing on the influence of personal and contextual factors through the lens of sensemaking |
| Nayak and Budhwar (2026) | India | Investigate the link between diversity practices and employee behavioral outcomes, turnover intention and engagement | Social exchange theory | Quantitative, 856 employees, software companies | Diversity practices increased employee engagement, which then lowered intentions to leave. PC breach moderated the diversity practices-turnover link through employee engagement |
| Arslan et al. (2026) | Turkey | Examine the key mediating and moderating mechanism for CSR-employees’ environmental behavior relationship | Social exchange theory | Quantitative, 200 employees, small and medium-sized enterprises (SMEs) | CSR influenced employees' environmental behavior. Transactional PC and relational PC mediated the CSR- employees' environmental behavior link. Employees' environmental attitudes moderated the CSR- employees' environmental behavior mediation link through relational psychological contract |
| Chaudhry et al. (2026) | Pakistan | Explore role of external, socio-institutional factors on implicit promises | Social information processing theory | Qualitative, fifty-three in-depth qualitative interviews, foreign MNEs | Social stratification, relational networking and structural influences shaped employees' implicit promises |
| Foroudi and Fakhreddin (2026) | Europe (including United Kingdom and Italy) | Study the influence of ideological PC fulfillment on employee outcomes, work engagement, organizational commitment, and organizational citizenship behavior | Social exchange theory | 399 Employees, diverse organizational contexts | Ideological PC fulfillment influenced work engagement and citizenship behavior. Diversity climate and employee well-being moderated the ideological PC fulfillment-citizenship behavior link |
| Kusi et al. (2026) | – | Propose conceptual framework based on metaverse, employee PC and customer PC | Flow theory | Conceptual | Established a set of propositions regarding organizational use of metaverse platforms and their impact on employee and customer PC and firm performance |
| Hassan et al. (2026) | United States | Investigate the relationship between PC violation and knowledge-sharing behavior | Social exchange theory | Quantitative, 250 working professionals | PC violation has a negative association with knowledge sharing. Perceived job insecurity mediated the PC violation-knowledge sharing relationship and perceived organizational support moderated this mediation |
| Saef et al. (2026) | United States | Explore dual-moderating role of the big five personality traits in influencing individuals' behavioral responses to PC breach | Exit–Voice–Loyalty–Neglect (EVLN) framework | Experimental, 610 participants, university students | Agreeableness was found to have a dual moderating effect on voice responses to PC breach. Neuroticism attenuated felt violation following breach, and extraversion lessened work neglect as a way to manage felt violation |
| Manchia et al. (2026) | – | Evaluate relevant literature on PC antecedents over the past 3 decades | Conceptual | 217 articles | Leadership, HR Practices and personality are the three most examined drivers of PC |
| Hameed et al. (2026) | Saudi Arabia | Explore PC fulfillment as mediating mechanism for ethics-centered HRM system- knowledge hiding behavior link | Social exchange theory | Quantitative, 236 employees and co-workers, public sector R & D organization | Ethics-centered HRM system has a negative relationship with knowledge hiding behavior, with PC fulfillment as a mediator and mindfulness as a moderator |
| Authors | Context/countries | Research aim | Theoretical foundation | Methodology/sample | Key findings |
|---|---|---|---|---|---|
| United Kingdom | Consider role of dilemmatic commitments to examine breach, OCB and employee turnover | Social exchange theory | Longitudinal survey and objective data, T1- 436 sales advisers; T2- 190 sales advisers | Found evidence for opposing mediating pathways between | |
| United States | Examine gig workers' reactions to | Organizational justice theory | Mixed method, Study 1- quantitative, 202 Uber drivers, Study 2- qualitative | ||
| – | Explore a personal sensemaking model for psychological contracting | Sensemaking | Conceptual | Presented a conceptual model and research propositions for understanding | |
| India | Investigate the link between diversity practices and employee behavioral outcomes, turnover intention and engagement | Social exchange theory | Quantitative, 856 employees, software companies | Diversity practices increased employee engagement, which then lowered intentions to leave. | |
| Turkey | Examine the key mediating and moderating mechanism for CSR-employees’ environmental behavior relationship | Social exchange theory | Quantitative, 200 employees, small and medium-sized enterprises (SMEs) | ||
| Pakistan | Explore role of external, socio-institutional factors on implicit promises | Social information processing theory | Qualitative, fifty-three in-depth qualitative interviews, foreign MNEs | Social stratification, relational networking and structural influences shaped employees' implicit promises | |
| Europe (including United Kingdom and Italy) | Study the influence of ideological | Social exchange theory | 399 | Ideological | |
| – | Propose conceptual framework based on metaverse, employee | Flow theory | Conceptual | Established a set of propositions regarding organizational use of metaverse platforms and their impact on employee and customer | |
| United States | Investigate the relationship between | Social exchange theory | Quantitative, 250 working professionals | ||
| United States | Explore dual-moderating role of the big five personality traits in influencing individuals' behavioral responses to | Exit–Voice–Loyalty–Neglect (EVLN) framework | Experimental, 610 participants, university students | Agreeableness was found to have a dual moderating effect on voice responses to | |
| – | Evaluate relevant literature on | Conceptual | 217 articles | Leadership, HR Practices and personality are the three most examined drivers of | |
| Saudi Arabia | Explore | Social exchange theory | Quantitative, 236 employees and co-workers, public sector R & D organization | Ethics-centered HRM system has a negative relationship with knowledge hiding behavior, with |
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