Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career‐related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities and focus on limitations). Data came from 405 employees in Australia, who responded to three surveys across 12 months. Results showed that psychological contract breach had indirect effects on emotional engagement and exhaustion through focus on opportunities and focus on limitations, respectively, and on career‐related behavior through focus on opportunities. Another mechanism, psychological contract violation, was only related to employees' organizational deviance. These findings highlight the important role of occupational future time perspective dimensions as employees' evaluations of future career‐related opportunities and limitations. These evaluations may change in response to psychological contract breach and, in turn, might impact on employee well‐being and career‐related behavior.

中文翻译：

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心理合同违约与员工福祉和职业相关行为之间的关系：职业未来时间观点的作用

社会交往和互惠理论不能充分解释心理契约违约与员工福祉和职业相关行为之间的关系，但是，目前尚不十分了解这些协会背后的替代机制。基于对职业的心理契约观点，本研究的目的是通过职业未来时间的两个维度（即关注机会和机会）来检验心理契约违背对情感投入，情绪疲惫和与职业相关的行为的间接影响。关注限制）。数据来自澳大利亚的405名员工，他们在12个月内回答了三项调查。结果表明，心理合同违约通过分别关注机会和局限性以及对与职业相关的行为（通过关注机会）而间接影响了情感投入和疲惫。心理契约违规是另一种机制，仅与员工的组织偏差有关。这些发现凸显了职业未来时间视角维度在员工评估未来与职业相关的机会和局限性方面的重要作用。这些评估可能会因违反心理契约而改变，进而可能影响员工的福祉和与职业相关的行为。仅与员工的组织偏差有关。这些发现凸显了职业未来时间视角维度在员工评估未来与职业相关的机会和局限性方面的重要作用。这些评估可能会因违反心理契约而改变，进而可能影响员工的福祉和与职业相关的行为。仅与员工的组织偏差有关。这些发现凸显了职业未来时间视角维度在员工评估未来与职业相关的机会和局限性方面的重要作用。这些评估可能会因违反心理契约而改变，进而可能影响员工的福祉和与职业相关的行为。