Abstract
This study examined the psychological contract held by minority employees as it relates to diversity, and the implications of violating the contract on minority employee job satisfaction, commitment to the organization and organizational cynicism. Data were collected from 88 minority employees at four university campuses. Results support unique elements of the psychological contract for minority employees and negative outcomes associated with contract violation. Trust and justice were found to moderate employee interpretations of the violation, though not as was predicted by previous theoretical models. Implications for managers of a diverse work force and future research are discussed.
Subject
Organizational Behavior and Human Resource Management,Management Science and Operations Research,Applied Psychology,Social Psychology
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