Reactions to Violation

The Possibilities

Many employees feel that their psychological contracts have been violated in some way by their employer at some time. Because contracts are continually being created and sustained, organizations and employees often make accommodations for many inadvertent violations. Misunderstandings may be ignored and some remedied by rationalization. However, when a violation takes a more serious form, such as a breach of promise and trust, feelings of betrayal can occur.

According to Rousseau, there are four main courses of action an individual may take in response to a perceived violation which can be divided into two dimensions: active-passive and constructive-destructive.

  • Exit is often the last resort when dealing with contract violations and refers to voluntary termination of the violated relationship. Employers can terminate workers whose performance does not meet standards, and workers can quit an untrustworthy or unreliable employer. Both passive and destructive exit is by no means the only response to a violation.

  • Voice in contract violation focuses on reducing losses and restoring trust by discussing issues of concern with a manager or other appropriate colleague/supervisor. It is an active, constructive effort to change the objectionable features in a situation and compensate for the violation while remaining in the relationship.

  • Silence is a form of non-response and reflects a willingness to endure or accept unfavorable circumstances in the hope that they may improve. As a passive, constructive response it serves to perpetuate the existing relationship.

  • Destruction/Neglect, which entails passive negligence or active destruction, is most common when voice channels do not exist or if there is a history of conflict. It can involve neglect of one's duties to the detriment of the interests of the other party or involve more active examples of counterproductive behaviours. Vandalism, theft and work slowdowns are all examples of this type of response.

    The choice of which of the four responses is implemented can be influenced by both personal predispositions and situational factors