With the knowledge that team work is not always associated with high(er) performance, we draw from the Multi-Level Theory of Psychological Contracts, Person-Environment Fit Theory, and Optimal Distinctiveness Theory to study shared perceptions of psychological contract (PC) breach in relation to shared perceptions of complementary and supplementary fit to explain why some teams perform better t...

nowadays, in most legal systems, breach of contract leads inter alia to right of termination for obligee. but this has not always been the case. this study shows how european legal systems have moved from denial of right of termination for non-performance into recognition of a general rule concerning unilateral termination of breached contract. iranian legislature, inclined with the evolution o...

Article history: Received 17 December 2014 Available online 11 March 2015 Organizational commitment (OC), organizational trust (OT), and organizational identification (OI) are three types of psychological attachment to an organization. Each of these three variables captures an organization-targeted attitude toward an employment relationship, but it is unclear whether they have incremental valid...

the study of rights of obligee in any commercial contract, particularly contract of sale, is very important for the theoretical and practical reasons, in case that the other party performs part of contract only and is not able or ready to perform the other part; because, on the one hand, the obligor wants to know whether he entitles to expect from the obligee to accept the executed part of cont...

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator negative affectivity moderator. Relying on data from 243 was found to be negatively related three dimensions of trustworthiness, i.e., ability, benevolence, integrity. Supervisor integrity further mediated positive measured ...