Psychological contract breach moderates job satisfaction

Psychological contract breach

moderates job satisfaction–

citizenship behaviour relationship

Samuel Koomson

Department of Management, University of Cape Coast, Cape Coast, Ghana

Abstract

Purpose – This study finds out if a satisfied physician will show citizenship behaviour (OCB) in a work

environment where psychological contract breach (PCB) exist.

Design/methodology/approach – Quantitative data from 214 physicians across 26 health-care units were

analysed. Research philosophy was positivism, research design was explanatory and study design was cross-

sectional. Preliminary tests were conducted. Reflective measurement and structural models were examined.

PLS algorithm tool and bootstrapping procedure were utilised. Control variables were sex, age, employment

type and tenure. A significant level was set at 5%. Smart PLS 2.0M.3 software was employed.

Findings – The scientist found support for a significant moderating effect of PCB on the nexus between job

satisfaction (JST) and OCB, such that PCB demoralised a satisfied physician in showing OCB. In contrast, a

fulfilled psychological contract motivated satisfied physicians to exhibit OCB.

Practical implications – PCB, if not addressed, may lead satisfied physicians to show low OCB, which has

devastating effects for health-care organisations and their patients. Creating balanced, fulfilled and

harmonious relationship within physicians will transform the workplace into a more meaningful and

purposeful atmosphere.

Originality/value – This study offers empirical health-care literature on the moderating effect of PCB, a

psychosocial stressor, on the direct relationship between JST and OCB, integrating and lengthening the social

exchange theory, resource-based theory and activation theory.

Keywords Work attitudes, Unfulfilled psychological contract, Discretionary behaviour, Partial least square-

structural equation modelling

Paper type Research paper

Introduction

The notion of a psychological contract (PC) implies that there is an unwritten set of

anticipations operating always between every member of an organisation and the various

managers and others in that organisation (Huy and Takahashi, 2018). Employers, on the one

hand, may expect employees to do their best on behalf of the organisation: “to put themselves

out for the company”; to be fully committed to its values, to be compliant and loyal; and to

enhance the image of the organisation with its customers and suppliers (Rousseau and

Greller, 1994). Employees, on the other hand, may expect to be treated fairly as humans, to be

offered assignments that uses their abilities, to be rewarded equitably in accordance with

their contribution, to be able to display competence, to have opportunities for further growth,

to know what is expected of them, to be given feedback-preferably positive-on how they are

doing, to be involved in decision making and to trust in the management of the organisation

to keep their promises (Guest et al., 1996). This assertion is comparable to the 8th and 16th UN

Sustainable Development Goal, which seeks to provide decent work and economic

PCB moderates

JST–OCB

relationship

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The current issue and full text archive of this journal is available on Emerald Insight at:

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Received 6 July 2021

Revised 21 November 2021

Accepted 6 December 2021

PSU Research Review

Emerald Publishing Limited

2399-1747

DOI 10.1108/PRR-07-2021-0032

development for all, and promote peaceful and inclusive societies for sustainable

development respectively (Catholic Agency for Overseas Development, 2015).

Gallup’s State of the American Workplace Report (2017) upholds that employees need to

be in an environment where there is mutual trust, recognition and respect for one another’s

efforts and results. Ghana Healthcare Quality Strategy Report (2017) also asserts the need for

management to build a culture of “joy at work” in terms of financing, logistics, recognition

and rewards to give room for health professionals to deliver high quality care and be

motivated to continuously improve quality, especially in this era of Covid-19 (Nurunnabi

et al., 2020). This assertion is consistent with the mission of the Ghana Health Service (2017),

which seeks to establish a more equitable, efficient, accessible and responsive health-care

system.

A PC is said to have been honoured or fulfilled when an organisation meets its obligations

to an employee, from the employee’s vantage and it serves to build upon the social exchange

element (Karagonlar et al., 2016), which are founded on trust, reciprocation and reward (Blau,

1964). A PC is said to have been breached if an organisation fails to deliver on an expected

obligation to an employee, which can either be written or unwritten (Robinson and Rousseau,

1994). When a PC is honoured or fulfilled, employees are likely to show high level of job

satisfaction (JST). On the other hand, when a PC is in breach or unfulfilled, there is the

tendency for employees to exhibit low level of JST (Opoku Mensah and Koomson, 2021). JST

is a person’s psychological response to his work, as a result of assessment or work experience,

with proud indicators of employment, suitability of work facilities, promotion opportunities,

supervisory presence in the execution of work and the existence of colleagues who support

(Abdullah, 2018).

The negative relationship between psychological contract breach (PCB) and JST is

described by the social exchange theory (SET), which one of the most applied conceptual

paradigms for understanding workplace behaviour (Cropanzano et al., 2017). According the

SET, when the organisation helps the employee out, the employee is likely to do something in

return for the organisation. But, if the employee senses that the organisation does not have

his/her best interest at heart, the employee is likely to show undesired attitudes (Organ, 2018),

such low level of JST.

A satisfied employee presents benefits to co-workers and the organisation at large. To

illustrate, Abdullah (2018) showed a direct positive effect of JST on OCB among teachers

drawn from public vocational high schools in Indonesia. Koomson and Opoku Mensah (2020)

also uncovered a direct positive connection between JST and OCB among medical doctors in

Ghana. As such, it is said that ground-breaking transformations in organisations are a result

of satisfied employees. The connection between JST and OCB is described the resource-based

theory (RBT). The RBT regards a satisfied employee as a firm resource or asset which is able

to generate value or competitive advantage by being rare and difficult to imitate by rival

firms (Rezaei and Ortt, 2018). This competitive advantage converts to positive organisational

outcomes, in the form of discretionary behaviour for the benefit of co-workers and the

organisation itself.

The SET is also useful in explaining the negative relationship between PCB and OCB,

such that when an employee’s PC has been breached, he/she is unlikely to demonstrate OCB

for the benefit of the employer/organisation. Organ (2018) educates that OCB is a free,

voluntary and selfless interest for the good of others, such as organisation, clients/customers,

clients’ relatives or groups. In the healthcare sector in particular, Gupta (2019) puts forward

that OCB exhibited by healthcare professionals has the potential of boosting the satisfaction

of co-workers, patients, patients

’ friends and relatives.

Beside the SET and the RBT, this study utilises the activation theory (ACT) in explaining

the proposed moderating role of PCB in the direct relationship between JST and OCB, such

that the direct positive relationship between JST and OCB is weakened by a high-PCB, but

PRR

strengthened by a fulfilled PC or low-PCB. The ACT (Gardner, 1986; Gardner and Cummings,

1988) holds that too much stress from the employer can damage an employee’s ability to

perform, particularly for complex and difficult task (Gardner, 1990), thereby negating the

tendency of that employee to show discretionary behaviour. To this end, this study seeks to

examine the direct relationship between JST and OCB among physicians in Ghana, and

further test the moderating role of PCB on this direct relationship.

Literature review

Resource-based theory (RBT)

The RBT regard a satisfied employee as a firm resource or asset which is able to generate

value or competitive advantage by being rare and difficult to imitate by rival firms (Rezaei

and Ortt, 2018). This competitive advantage converts to positive organisational outcomes. To

illustrate, Abdullah (2018) showed a direct positive effect of JST on OCB among teachers

drawn from public vocational high schools in Indonesia. Koomson and Opoku Mensah (2020)

also uncovered a direct positive connection between JST and OCB among medical doctors in

Ghana. In line with the result of earlier related studies and assumptions of the SET, the first

hypothesis of this study is formulated as follows:

H1. JST has a positive and significant relationship with OCB.

Social exchange theory (SET)

The SET (Blau, 1964) is one of the most applied conceptual paradigms for understanding

workplace behaviour. The SET advocates that favours are done with the intention that later

return will occur (Cropanzano et al., 2017). The theory proposes that, if the organisation helps

the employee out, the employee is more likely to do something in return for the organisation

(Golden and Veiga, 2018). Fallon and Rice (2015) opine that employees will behave favourably

within firms when they perceive the organisation as having their best interests at heart, by

offering them safe working environment, working tools, equipment, focused training, career

development plans, new learning opportunities and many more.

When employees’ PC with their employer are fulfilled, they become happy (Roy and

Konwar, 2019) and they are likely show positive workplace behaviour. However, when a PC is

in breach, employees reciprocate by show undesirable behaviour. For instance, Koomson and

Opoku Mensah (2020) tested the assumptions of the SET and found a negative effect of PCB

on the JST of medical doctors in Ghana. Opoku Mensah and Koomson (2021) also utilised the

SET and showed that an unfulfilled PC can lead to low OCB among health-care professionals

in Ghana. Consequently, the SET provides understanding on the negative effect of PCB on

JST, as well as the negative connection between PCB and OCB, which aids in understanding

the moderating effect of PCB on the direct relationship between JST and OCB.

Activation theory (ACT)

The ACT (Gardner, 1986; Gardner and Cummings, 1988) assumes that too much stress

caused by the employer can damage an employee’s ability to perform, particularly for

complex and difficult task (Gardner, 1990), thereby negating the tendency of that employee to

show discretionary behaviour. According to the theory, employees would respond favourable

and perform better when they are confronted with a moderate level of strain. At this level,

employees would make full use of cognitive resources, which will bring positive impacts

(Baer and Oldham, 2006). This study utilises the ACT in explaining the proposed moderating

role of PCB, a form of psychosocial stressor (Khoshaim et al., 2020), in the direct relationship

between JST and OCB, such that the direct positive relationship between JST and OCB is

weakened by a high-PCB, but strengthened by low-PCB or a fulfilled PC. This idea is backed

PCB moderates

JST–OCB

relationship

by earlier studies who have modelled PCB as a moderator in a few and different direct

relationships.

For instance, Addae et al. (2006) revealed that media employees in Trinidad and Tobago

with high affective commitment who perceived a PCB were more likely to think about

quitting their jobs. Paille et al. (2014) found that PCB moderated the direct linkage between

perceived organisational support and JST. Paill



e and Rainer (2015) unveiled that PCB

moderated the linkage between perceived organisational support and eco-initiatives among

alumni of MBA programmes in a Canadian University. Haque et al. (2016) reported that PCB

moderated the direct positive relationship between psychological capital and work

engagement, as well as the direct negative relationship between psychological capital and

burnout among doctors working in direct health-care units in Pakistan.

Gupta et al. (2016) showed that PCB moderated the connection between perceived

organisational support and work engagement, as well as the nexus between perceived

organisational support and OCB among nurses in India. Erkutlu and Chafra (2016) uncovered

that high-PCB weakened the positive relationship between benevolent leadership and

psychological well-being among five-star hotel employees in Turkey. Santhanam et al. (2017)

disclosed that PCB moderated the nexus between human resource management practices and

turnover intentions among frontline employees in Indian hospitality industry. With this in

mind, the second hypothesis is formulated as follows:

H2. PCB will moderate the positive effect of JST on OCB, such that a satisfied physician

who senses high-PCB will be less likely to demonstrate OCB than one who perceives

low-PCB.

Conceptual framework

Underpinned by the SET, RBT and ACT, a conceptual framework is designed in Figure 1 to

describe the direct effect of JST on OCB (Hypothesis 1), and the moderating effect of PCB

on this direct path (Hypothesis 2). JST serves as the exogenous latent variable, while OCB

is used as the endogenous latent variable. PCB is modelled as a moderator in this study. Sex

(CTL1), age (CTL2), employment type (CTL3) and tenure (CTL4) are used as control

variables, with lessons from existing related studies.

Source(s): Author’s construct

JST

OCB

PCB

Control variables

(CTL1, CTL2, CTL3,

CTL4)

Figure 1.

Conceptual framework

PRR

Methodology

The study employed the positivist philosophical paradigm, which believes in an objective

reality. Research approach was quantitative and research design was explanatory. The cross-

sectional study design was used. The target population consisted of all physicians working in

the UE (n 5 99) and UW (n 5 152) Regions, making at total of 251 physicians. A sampling

frame, which comprised all the physicians who were available and reachable within the time

of data collection, was constructed. A census was employed. A structured questionnaire was

used for data collection hence a primary source of data was solicited. The questionnaire was

designed to cater for common method variance using the recommendations made by

Podsakoff et al. (2003), such as the use of multiple scale formats and reverse-coded items.

The questionnaire was made up of 55 items.

Section “A” considered 15 items that measured PCB among the physicians, which were

sourced from the study by Conway and Briner (2005). PCB was measured on a 7-point Likert-

type interval scale ranging from 1: least agreement to 7 5 strongest agreement. Section “B”

covered JST among physicians. The 20-item short form of the Minnesota Satisfaction

Questionnaire (MSQ) by University of Minnesota (1977) was utilised, which was anchored on

a seven-point Likert-type interval scale with score 1 5 least agreement to 7 5 strongest

agreement. Section “C” of the instrument considered OCB among physicians. The OCB Scale

by Lee and Allen (2002), comprising of 16 items was utilised. This scale was anchored on a

seven-point Likert-type interval scale with score 1 5 never to 7 5 every time. Finally, Section

“D” of the questionnaire looked at the background information of respondents.

The information sought were sex (1 5 male; 0 5 female), age (in years), employment type

(1 5 fulltime employment; 0 5 part time) and the number of years worked (in years), as used

in earlier studies (Koomson and Opoku Mensah, 2020; Opoku Mensah and Koomson, 2021).

Of the 251 physicians targeted, 218 responded to the instrument. Of the 218 questionnaires

retrieved, 4 were extremely incomplete (missing values > 5%), hence they were rejected.

The remaining 214 completed questionnaires were used for data processing and analysis.

In the end, a response rate of 85% was attained. The non-response rate was 15%. The data

collected were subjected to Kolmogorov–Smirnov Test, Kaiser–Meyer–Olkin (KMO) measure

of sampling adequacy test and Bartlett Test of Sphericity. Then, reliability and validity tests

were run using the guidelines recommended by Hair et al. (2014), namely indicator reliability,

internal consistency reliability, convergent validity and discriminant validity. Moderation

test was conducted using the product indicator approach. Control variables were sex (CTL1),

age (CTL2), employment type (CTL3) and tenure (CTL4). A significant level was set at 5%.

IBM SPSS Statistics Software for windows, version 24 and Smart PLS 2.0M.3 by Ringle et al.

(2005) were used to analyse the data. The PLS algorithm was run, using the default setting

with Initial Weights set at 1.0, Maximum Iterations of 300 and an abort criterion of 1.0E-5.

The bootstrap of the 214 cases was run, using 5,000 bootstrap samples, with no sign changes.

Results

Background information of respondents

Table 1 shows the background information of respondents, regarding their sex, age,

employment type and number of years worked with employer.

Test of normality

The Kolmogorov–Smirnov Z test suggested that the data set for all the three constructs were

not normally distributed, as evident from the p-values in Table 2.

Descriptive statistics

Since the data for all the three constructs were not normally distributed, median was used as

the measure of central tendency and interquartile range (IQR) was employed as the measure

PCB moderates

JST–OCB

relationship

of dispersion, although the mean was reported. 8 out of the 15 indicators of PCB showed a

median of 5: strong agreement, 5 indicators showed a median of 4: moderate agreement; and

the remaining 2 indicators showed a median of 2: less agreement. This finding suggested that

majority of the respondents expressed their strong agreement to PCB, providing evidence of a

high-PCB among the physicians working in the UE and UW Regions of Ghana. The IQR

ranged from 2 to 3, signifying that their responses to PCB were less dispersed. Skewness

ranged from 0.067 to 0.489 and kurtosis ranged from 0.323 to 1.161, confirming that the data

on PCB were significantly different from a normally distributed data, as revealed in Table 3.

This result justified the use of PLS-SEM, which has been deemed suitable even for skewed

distributions.

Considering JST, 12 out of the 20 items showed a median of 3: little agreement, 6 items

showed a median of 4: moderate agreement and 2 items showed a median of 5: strong

agreement. This result suggested that respondents were less satisfied with their work, as

majority of the indicators revealed a median of 3, implying little agreement to JST indicators.

The IQR of JST was 1–2, indicating that the responses were not dispersed. Skewness ranged

from 0.018 to 0.453 and kurtosis ranged from 0.760 to 1.005, confirming that the data on JST

were not normally distributed. This result justified the use of PLS-SEM, which has been

deemed suitable even for skewed distributions. These results are displayed in Table 4.

From Table 5, 10 out of the 16 the indicators of OCB showed a median of 3: occasionally ,

denoting that OCB was occasionally offered by the physicians, since majority of the

indicators revealed a median of 3. The interquartile range of OCB was 1, signalling that the

responses were not wide-ranging. Skewness ranged from 0.036 to 0.468 and kurtosis ranged

from 0.325 to 1.086, endorsing that the dataset on OCB was not normally distributed, because,

some of the values were far from zero, as displayed in Table 5. This finding also justified the

use of PLS-SEM, which has been deemed suitable even for skewed distributions.

Details Frequency Percentage

Sex

Males 102 47.70

Female 112 52.30

Age

≤30 years 54 25.23

31–50 years 132 61.68

>50 years 28 13.08

Employment type

Full-time 158 74

Part-time 56 26

Number of years worked with employer

<5 years 49 23

>5 years 165 77

SN Variables

Kolmogorov–Smirnov

Statistic Df Sig.

1 PCB 0.071 214 0.010

2 JST 0.113 214 0.000

3 OCB 0.091 214 0.000

Table 1.

Background

information of

respondents

Table 2.

Kolmogorov–

Smirnov test

PRR

KMO and Bartlett test of sphericity

The KMO and Bartlett test of sphericity for the three constructs are shown in Table 6. Based

on the findings, it is confident to say that reliability and validity test was appropriate for

this data.

Reliability and validity tests

Regarding indicator reliability, the indicator loadings for some of the indicators measuring

PCB, JST and OCB were below the minimum threshold of 0.6. These indicators were PCB01,

PCB02, PCB11, PCB12, PCB13, JST4, JST8, JST9, JST10, JST12, JST13, JST14, JST15, JST16,

JST17, JST18, JST19, JST20, OCB-O-1, OCB-O-2, OCB-O-3, OCB-O-7, OCB-O-8, OCB-I-1,

SRL Mean Median IQR Skewness Kurtosis

PCB01 3.81 3.00 3.00 0.325 1.161

PCB02 3.79 3.00 2.00 0.237 0.818

PCB03 3.98 4.00 2.00 0.257 0.764

PCB04 4.20 4.00 2.00 0.128 0.701

PCB05 4.23 4.00 2.00 0.067 0.872

PCB06 4.27 4.00 2.00 0.284 0.439

PCB07 4.33 4.00 3.00 0.223 0.574

PCB08 4.81 5.00 2.00 0.351 0.418

PCB09 4.44 5.00 2.00 0.402 0.323

PCB10 4.45 5.00 3.00 0.489 0.585

PCB11 4.50 5.00 3.00 0.327 0.730

PCB12 4.66 5.00 3.00 0.399 0.768

PCB13 4.53 5.00 2.00 0.407 0.391

PCB14 4.64 5.00 2.00 0.430 0.426

PCB15 4.53 5.00 2.00 0.259 0.597

SRL Mean Median IQR Skewness Kurtosis

JST01 3.61 4.00 1.00 0.088 0.959

JST02 2.68 3.00 1.00 0.257 0.848

JST03 3.49 4.00 1.00 0.128 0.996

JST04 2.48 3.00 1.00 0.162 1.005

JST05 2.76 3.00 2.00 0.271 0.942

JST06 2.79 3.00 2.00 0.453 0.773

JST07 3.76 4.00 1.00 0.364 0.760

JST08 2.69 3.00 1.00 0.215 0.782

JST09 2.68 3.00 1.00 0.355 0.774

JST10 2.50 3.00 1.00 0.018 0.810

JST11 4.57 5.00 2.00 0.271 0.942

JST12 4.71 5.00 2.00 0.453 0.773

JST13 2.68 3.00 1.00 0.257 0.848

JST14 2.48 3.00 1.00 0.162 1.005

JST15 2.76 3.00 2.00 0.271 0.942

JST16 2.79 3.00 2.00 0.453 0.773

JST17 2.69 3.00 1.00 0.215 0.782

JST18 3.61 4.00 1.00 0.088 0.959

JST19 3.49 4.00 1.00 0.128 0.996

JST20 3.76 4.00 1.00 0.364 0.760

Table 3.

Descriptive statistics of

psychological contract

breach

Table 4.

Descriptive statistics of

job satisfaction

PCB moderates

JST–OCB

relationship

OCB-I-2, OCB-I-3, OCB-I-4 and OCB-I-8. These indicators were therefore deleted from the

model. The remaining indictors provided assurance of indicator reliability. Composite

reliability values for all the three variables were larger than the cut-off of 0.7, so higher levels

of internal consistency reliability were demonstrated by all three reflective latent constructs.

With respect to convergent validity, all the average variance extracted (AVE) values passed

the acceptable AVE of 0.5, so convergent validity was confirmed. The indicators reliability,

composite reliability and convergent reliability of PCB, JST and OCB are shown in Tables 7–9

respectively.

Regarding discriminant validity, all the indicators loaded higher with their associated

constructs than the remaining constructs, as shown in Table 10. To illustrate, the latent

variable PCB’s average variance extracted was calculated to be 0.5059, consequently, its

square root was 0.7113. This number was greater than the two numbers on the row of PCB,

namely 0.6764 and 0.6912. The latent variable JST’s average variance extracted was

computed to be 0.5555 hence its square root was 0.7453. This number was larger than the

correlation value in the column of JST, namely 0.6630 and 0.6764. The latent variable OCB’s

average variance extracted was known to be 0.5623 therefore its squared root became 0.7499.

This number was also larger than the correlation value of 0.6912 in the column of OCB, as

SRL Mean Median IQR Skewness Kurtosis

OCB-I-1 3.40 4.00 1.00 0.047 1.086

OCB-I-2 2.74 3.00 1.00 0.303 0.702

OCB-I-3 3.76 4.00 1.00 0.343 0.325

OCB-I-4 3.77 4.00 1.00 0.468 0.722

OCB-I-5 2.69 3.00 1.00 0.255 0.991

OCB-I-6 3.63 4.00 1.00 0.143 0.727

OCB-I-7 2.65 3.00 1.00 0.287 0.868

OCB-I-8 2.64 3.00 1.00 0.102 0.768

OCB-O-1 3.65 4.00 1.00 0.162 0.828

OCB-O-2 2.62 3.00 1.00 0.165 0.768

OCB-O-3 2.65 3.00 1.00 0.303 0.767

OCB-O-4 2.49 3.00 1.00 0.143 0.911

OCB-O-5 2.59 3.00 1.00 0.073 0.890

OCB-O-6 1.64 2.00 1.00 0.203 0.618

OCB-O-7 2.64 3.00 1.00 0.167 0.778

OCB-O-8 2.52 3.00 1.00 0.036 1.027

Variable KMO and Bartlett’s test of sphericity

PCB Kaiser–Meyer–Olkin measure of sampling adequacy 0.929

Bartlett’s test of sphericity Approx. Chi-square 2694.731

Df 105

Sig. 0.000

JST Kaiser–Meyer–Olkin measure of sampling adequacy 0.897

Bartlett’s test of sphericity Approx. Chi-square 1729.791

Df 190

Sig. 0.000

OCB Kaiser–Meyer–Olkin measure of sampling adequacy 0.906

Bartlett’s test of sphericity Approx. Chi-square 1640.583

Df 120

Sig. 0.000

Table 5.

Descriptive statistics of

citizenship behaviour

Table 6.

KMO measure of

sampling adequacy

and Bartlett’s test of

sphericity

PRR

AVE: 0.5059

Composite reliability: 0.9108

LoadingsCronbach alpha: 0.8914

PCB03 0.7247

PCB04 0.7708

PCB05 0.7438

PCB06 0.7244

PCB07 0.7260

PCB08 0.6596

PCB09 0.6352

PCB10 0.6972

PCB14 0.7497

PCB15 0.6694

AVE: 0.5555

Composite reliability: 0.8974

Cronbach alpha: 0.8673

JST01 0.7656

JST02 0.7292

JST03 0.7300

JST05 0.7585

JST06 0.7523

JST07 0.7517

JST11 0.7293

AVE: 0.5623

Composite reliability: 0.8849

Cronbach alpha: 0.8436

OCB-O-4 0.7081

OCB-O-5 0.7844

OCB-O-6 0.6921

OCB-I-5 0.7679

OCB-I-6 0.7883

OCB-I-7 0.7530

JST OCB PCB

JST 0.7453

OCB 0.6630 0.7499

PCB 0.6764 0.6912 0.7113

Note(s): Values in italics diagonal are values of the squared root of the AVE

Table 7.

Final reflective

measurement model of

psychological contract

breach

Table 8.

Final measurement

model of job

satisfaction

Table 9.

Final measurement

model of citizenship

behaviour

Table 10.

Fornell–Larcker

criterion

PCB moderates

JST–OCB

relationship

well as the correlation value of 0.6630 in the row of OCB. Thus, discriminant validity was

deemed to have been well established. Simply, the model has been appropriately specified.

Multicollinearity test

There was also the need to assess the possible multicollinearity among the exogenous latent

constructs, so that, according to Hair et al. (2018), it does not bias the regression results. Each

set of exogenous latent construct in the model was checked for potential collinearity problem,

using multiple regression tools of IBM SPSS Statistics, for Windows version 24, as Smart PLS

software does not provide these numbers. In Wong’s (2013) perspective, as a rule of thumb,

variance inflator factor (VIF) values above 5 are indicative of probable collinearity issues

among the predictor constructs. Thus, this study followed this rule of thumb. The results of

the multicollinearity are displayed in Table 11. As evident from Table 11, there was no

multicollinearity among the independent or exogenous latent constructs of PCB and JST, as

the VIF values were lower than 5, and the tolerance level was higher than 0.2.

R-square measure

Once collinearity was not an issue, the next step was to examine the R

value of the

endogenous construct(s). As a guideline, Henseler et al. (2009) advocates that the R

values of

0.70, 0.50 and 0.20 can be considered substantial, moderate and weak. As depicted in Figure 2,

the coefficient of determination (R

) was 0.952 for the OCB endogenous latent construct,

implying that the two exogenous latent constructs (PCB and JST) substantially explained

95.2% of the variance in OCB. This percentage was even greater than 70.0%, therefore, the R

of OCB was considered to be substantial. This outcome implied that the model fit the data

collected and it reflected the overall population. The same model would likely fit if used on

another sample drawn from the same population.

Hypothesis 1. Relationship between JST and OCB

As hypothesised, the result showed a positive and significant relationship between JST and

OCB among physicians working in the UE and UW Regions of Ghana, after controlling for

CTL1, CTL2, CTL3 and CTL4. The path coefficient was 0.924 (Figure 3) and t-statistics was

64.543 (Figure 4), which was greater that 1.96.

This study therefore found that the low level of JST among physicians working in the UE

and UW Regions of Ghana led them to show low discretionary behaviours, revealing a

positive and significant relationship between the two constructs. This result compares well

with the finding of the research by Abdullah (2018) in Indonesia, in which the authors showed

a direct positive effect of JST on OCB among teachers drawn from public vocational high

schools in Indonesia. This result extends the RBT and compares well with existing studies.

Hypothesis 2. Moderating role of PCB in JST–OCB

Model

Collinearity statistics

Tolerance VIF

(Constant)

PCB 0.687 1.456

JST 0.292 3.428

Note(s): a. Dependent variable: OCB

Table 11.

Multicollinearity test

PRR

Figure 2.

Structural model of

JST, OCB and PCB

Figure 3.

Path coefficient of path

linking JST to OCB

Figure 4.

T-statistics of path

linking JST to OCB

PCB moderates

JST–OCB

relationship

As shown in Figure 5, the interaction term JST*PCB had a negative effect on OCB, as

hypothesized. The interpretation of the negative interaction term was that, at a moderate

PCB, the relationship between JST and OCB obtained a value of 0.074. At a high level of PCB,

that is, when PCB is increased by one standard deviation point, the relationship between JST

and OCB is decreased by the size of the interaction effect and had the value of 0.0740.039

5 0.035.

Therefore, given a high score on PCB, JST reduced its importance in explaining OCB

among physicians working in the UE and UW Regions of Ghana. On the contrary, given a low

score on PCB or high psychological contract fulfilment, JST increased its importance in

explaining OCB among physicians working in the UE and UW Regions of Ghana. This

finding holds, however, when the interaction term JST*PCB is revealed to be significant at

5%. From Figure 6, the t-statistics of the negative interaction term of JST and PCB (JST*PCB)

was greater than 1.96 (2.677). This discovery suggested that PCB worked as a moderator in

the relationship between JST and OCB.

Therefore, the scientist found support for a significant moderating effect of PCB on the

connection between JST and OCB among physicians working in the UE and UW Regions of

Ghana. This result lengthens the ACT and resembles the findings of existing literature.

Conclusions

This study concludes that PCB may have disturbing effect on the level of JST of physicians,

and also stifle their tendency to be organisational citizens. Of importance, this study

establishes that satisfied physicians are demoralised to show OCB in an environment where

high-PCB is present. On another hand, in the context of psychological contract fulfilment or

low-PCB, satisfied physicians are motivated to display OCB.

Recommendations

This study recommends that managers of health-care organisations should consider

improving the level of JST among physicians working in stress-pone health zones, such as

improving upon their welfare needs, providing study leave, sponsorship for further training

Figure 5.

Path coefficients of the

moderating role of PCB

on JST–OCB

relationship

PRR

and safe working environment so as to boost organisational citizenship behaviour among

them. T his research also recommends that managers of health-care organisations,

particularly Ghana Health Service should improve on their PC with physicians working in

stress-prone health zones, as it has the tendency to enhance JST of physicians, and increase

their tendency to be organisational citizens.

Besides, managers of health-care organisations must to appreciate that, one of their key

roles is to manage expectations of physicians, which means clarifying what they believe

physicians should achieve, the competencies they should possess and the values they should

uphold, particularly at the time of employment, where promises and commitments are made.

Managing these expectations would help reduce future breaches. A fulfilled or balanced PC,

although uneasy to achieve, can strengthen a satisfied physician to show OCBs, which

presents remarkable benefit to co-workers, patients and the health-care organisation at large.

Practicality and/or research implications

PCB, if not tackled, may lead physicians to show low levels of OCB, which has adverse

implications for health-care organisations and their patients. Building a balanced, fulfilled

and harmonious relationship with physicians will transform the workplace into a more

meaningful and purposeful atmosphere. This research thickens the essence of shaping a PC,

especially at the recruitment and induction stage when promises and commitments are made

by employers on such matters as interesting work, learning and development opportunities,

unreasonable demands on employees, feedback on performance, fair treatment, work/life

balance, a reasonable degree of security and a safe working environment.

Originality/value

This paper is original, fresh and unique as it offers empirical health-care literature on the

moderating effect of PCB, a psychosocial stressor, on the direct relationship between JST and

OCB, by integrating and lengthening three critical theories, namely the SET, RBT and ACT.

Figure 6.

t-statistics of the

moderating role of PCB

on JST–OCB

relationship

PCB moderates

JST–OCB

relationship

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