12 research outputs found

    Psychological Contract Breach and Its Consequences on Employee Turnover Intentions, Job Satisfaction, and Organizational Commitment: Insights from Human Resource Management and Workplace Psychology

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    This study investigated the impact of psychological contract breach on employee outcomes, focusing on turnover intentions, job satisfaction, and organizational commitment. Psychological contracts, which encompass the unwritten expectations between employees and employers, play a central role in maintaining workplace trust and stability. When these implicit agreements are perceived as violated, employees often experience reduced satisfaction, weakened organizational commitment, and a stronger inclination to leave their jobs. Using a quantitative research design, data were collected from employees across multiple organizational contexts, and regression analysis was applied to determine the relationships among variables. The findings revealed that psychological contract breach significantly increased turnover intentions while exerting a negative effect on both job satisfaction and organizational commitment. These results underscored the importance of organizational transparency, fair HR practices, and effective communication in mitigating contract breaches. The study contributed to the growing body of knowledge on employee-employer relations by emphasizing the critical role of psychological contracts in shaping workplace attitudes and behaviours. Moreover, it highlighted the need for organizations to address breaches proactively to retain talent and sustain long-term performance. Future research should explore the role of mediating factors, such as organizational justice or leadership style, and examine psychological contract dynamics across industries and cultures. References Akar, N. (2024). A topic modeling-based analysis for the outcomes of psychological contract breaches and violations. Heliyon, 10, e30508. https://doi.org/10.1016/j.heliyon.2024.e30508 Akinwale, O. E., & George, O. J. (2023). Psychological contract breach and employee outcomes: The moderating role of ethical leadership. Journal of Workplace Behavioral Health, 38(1), 33–49. https://doi.org/10.1080/15555240.2022.2145672 Bal, P. M., De Jong, S. B., Jansen, P. G., & Bakker, A. B. (2023). Psychological contract breach and turnover intentions: The role of job resources. Human Resource Management Journal, 33(2), 241–260. https://doi.org/10.1111/1748-8583.12475 Bukhari, S. T., Rafiq-uz-Zaman, M., & Hassan, B. (2025). The Intersection of Age, Marital Status, and Abusive Dynamics in Females: A Sociocultural Perspective. The Critical Review of Social Sciences Studies, 3(2), 1071-1088. Bukhsh, S. P., Bukhari, S. T. N., Tahira, R., Rafiq-uz-Zaman, M., & Faridi, M. Z. (2025). Building Emotional Strength in Broken Homes: Protective Factors for Domestic Violence–Affected Adolescents. Research Journal of Psychology, 3(3), 454–472. Chernyak-Hai, L., & Tziner, A. (2022). Relationships between psychological contract, work engagement, and organizational commitment. Journal of Work and Organizational Psychology, 38(2), 93–103. https://doi.org/10.5093/jwop2022a7 Conway, N., Clinton, M., & Coyle-Shapiro, J. (2022). Psychological contract breach and its consequences: A review. Annual Review of Organizational Psychology and Organizational Behavior, 9, 177–202. https://doi.org/10.1146/annurev-orgpsych-021120-021936 De Clercq, D., & Pereira, R. (2024). Psychological contract breaches, plans to quit, and proactive personality: A moderated mediation model. European Management Journal, 42(5), 102423. https://doi.org/10.1016/j.emj.2024.102423 Gong, B., Wei, X., & Liu, S. (2023). Psychological contract breach during the pandemic: Mistrust, work–life conflict, and withdrawal. Journal of Business Research, 161, 113873. https://doi.org/10.1016/j.jbusres.2022.113873 Guerrero, S., Chênevert, D., & Vandenberghe, C. (2023). Psychological contract fulfillment and employee outcomes: The mediating role of satisfaction. European Management Journal, 41(1), 102–114. https://doi.org/10.1016/j.emj.2022.07.005 Hassan, B., Rafiq-uz-Zaman, M., & Khan, Z. A. (2025). Beyond Memorization: Cultivating Critical Thinking Skills through Classic Literature in Secondary Education for the 21st Century Learner. Review of Education, Administration & Law, 8(1), 115-124. Hu, S., Jiang, Z., & Wang, M. (2022). Psychological contract breach and job satisfaction: The moderating role of resilience. International Journal of Human Resource Management, 33(7), 1320–1340. https://doi.org/10.1080/09585192.2021.1876895 Jafri, H., Sultana, S., & Malik, N. I. (2022). Ethical leadership, psychological contract, and employee behavior: A moderated mediation model. Leadership & Organization Development Journal, 43(5), 721–736. https://doi.org/10.1108/LODJ-07-2021-0329 Jahanzeb, S., Fatima, T., & Naseer, S. (2024). Opportunistic silence ignited by psychological contract breach: The mediating role of affective commitment. Personnel Review, 53(8), 2135–2154. https://doi.org/10.1108/PR-11-2021-0793 Kanu, G. C. (2022). Psychological contract breach and turnover intentions: The moderating role of organizational climate among private university lecturers. Frontiers in Education, 7, Article 784166. https://doi.org/10.3389/feduc.2022.784166 Kehoe, R. R., & Wright, P. M. (2022). The impact of HR practices on employee commitment and turnover. Academy of Management Annals, 16(1), 171–204. https://doi.org/10.5465/annals.2020.0218 Khan, M. A., Rasheed, F., & Ali, S. (2023). Psychological contract breach and employee turnover: The role of perceived organizational support. Employee Relations, 45(3), 687–704. https://doi.org/10.1108/ER-08-2021-0352 Koomson, S., Boateng, F. G., & Koomson, I. (2024). Psychological contract breach, job satisfaction, and OCB among physicians: The moderating role of breach context. Personnel Review Research & Practice, 3(2), 145–163. https://doi.org/10.1108/PRR-07-2021-0032 (Emerald) Li, X., Zhang, Y., & Wang, C. (2023). Job satisfaction as a mediator of psychological contract breach and turnover intention. Journal of Business Research, 155, 113412. https://doi.org/10.1016/j.jbusres.2023.113412 Liao, C., Lin, W., & Wang, Y. (2024). How did psychological contract breach affect employee silence? The roles of organizational identity and emotional exhaustion. SAGE Open, 14(3), 1–16. https://doi.org/10.1177/21582440241299601 Lub, X., Bal, P. M., & Blomme, R. J. (2022). Psychological contract breach and organizational commitment: A multi-level perspective. International Journal of Human Resource Management, 33(12), 2420–2445. https://doi.org/10.1080/09585192.2020.1857661 Mai Gazi, M. (2025). Exploring the impact of psychological contract breach, self-efficacy, mental health, and abusive supervision on employee outcomes. Cogent Business & Management, 2025. https://doi.org/10.1080/23311908.2025.2455783 Ocampo, L., Alinsub, J., & Bacunador, A. M. (2023). Psychological contract breach and job satisfaction: A structural model. Asia Pacific Management Review, 28(1), 45–56. https://doi.org/10.1016/j.apmrv.2022.06.001 Rafiq-uz-Zaman, M., & Nadeem, M. A. (2025). Gauging the Gap: Student Perceptions of Skill Proficiency in Skill-Based Education within Schools of Punjab, Pakistan. ACADEMIA International Journal for Social Sciences, 4(2), 2307-2317. Rafiq-uz-Zaman, M., Ashraf, I., Shah, H., & Farah, N. (2025). Educational Environment and Teacher Performance in the Context of Special Education Institutions in Pakistan: A Review Paper. Social Science Review Archives, 3(2), 17–35. Rafiq-uz-Zaman, M., Khalid, N., & Shafi, S. (2024). Historical Analysis of Environmental Degradation in Pakistan: A Narrative Review. Global Political Review, IX(IV), 24-35. Rafiq-uz-Zaman, M., Malik, N., Bano, S. (2025). Learning to Innovate: WhatsApp Groups as Grassroots Innovation Ecosystems Among Micro-Entrepreneurs in Emerging Markets. Journal of Asian Development Studies, 14(1), 1854-1862. Rafiq-uz-Zaman, M., Nadeem, M. A., & Rasheed, I. (2024). Empowering Women through Skill-Based Education in Pakistan: A Narrative Review. Global Sociological Review, IX(IV), 52-59. Rani, S., Mishra, S., & Gupta, M. (2022). Psychological contract breach, organizational commitment, and performance outcomes. Current Psychology, 41(10), 7149–7162. https://doi.org/10.1007/s12144-020-01136-9 Salin, D., Rodríguez-Muñoz, A., & Hoel, H. (2023). Leadership and the prevention of contract breach: A trust-based model. Journal of Business Ethics, 185(2), 445–462. https://doi.org/10.1007/s10551-022-05142-4 Shafi, S., Akbar, W., & Rafiq-uz-Zaman, M. (2024). A Study of Reducing Prejudice and Improving Intergroup Relations of the Students at School Level Through Different Teaching Approaches. Global Social Sciences Review, IX(IV), 124-134. Singh, N., & Sharma, R. (2022). Psychological contract breach and job satisfaction: Evidence from emerging economies. South Asian Journal of Human Resources Management, 9(2), 182–199. https://doi.org/10.1177/23220937221104809 Topa, G. (2022). Psychological contract breach and outcomes: A systematic review of reviews. [Journal Name]. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9737235/ Topa, G. (2022). Psychological contract breach and outcomes: A systematic review of reviews. International Journal of Environmental Research and Public Health, 19(23), 15981. https://doi.org/10.3390/ijerph192315981 Vantilborgh, T., Griep, Y., & De Witte, H. (2023). Psychological contract breach and employee turnover: Exploring contextual moderators. Journal of Occupational and Organizational Psychology, 96(1), 65–86. https://doi.org/10.1111/joop.12442 Yao, Z., Zhang, Y., & Huang, C. (2022). Job satisfaction as mediator between psychological contract and turnover intentions. Frontiers in Psychology, 13, 877234. https://doi.org/10.3389/fpsyg.2022.877234 Yildiz, B., Yildiz, H., & Serap, S. (2022). Leadership, trust, and psychological contract outcomes. Management Decision, 60(6), 1672–1689. https://doi.org/10.1108/MD-01-2021-0117 Yu, D., Li, X., & Jia, M. (2022). Psychological contract breach and job performance among new-generation employees: The mediating role of job burnout. Frontiers in Psychology, 13, 878993. https://doi.org/10.3389/fpsyg.2022.878993 Yu, J., Zhang, Z., & Lin, X. (2024). Gig workers’ psychological contracts and turnover intention: The role of fulfillment. Acta Psychologica, 242, 104062. https://doi.org/10.1016/j.actpsy.2024.104062 Zacher, H., & Rudolph, C. W. (2021). Relationships between psychological contract breach and important employee outcomes: Indirect effects via engagement and exhaustion. Journal of Organizational Behavior, 42(8), 1066–1084. https://doi.org/10.1002/job.2495 Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.

    Improved numerical solutions for chaotic-cancer-model

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    In biological sciences, dynamical system of cancer model is well known due to its sensitivity and chaoticity. Present work provides detailed computational study of cancer model by counterbalancing its sensitive dependency on initial conditions and parameter values. Cancer chaotic model is discretized into a system of nonlinear equations that are solved using the well-known Successive-Over-Relaxation (SOR) method with a proven convergence. This technique enables to solve large systems and provides more accurate approximation which is illustrated through tables, time history maps and phase portraits with detailed analysis

    EFFECT OF STATE MINDFULNESS ON EMPLOYEE JOB SATISFACTION AND WELL-BEING: ROLE OF WORK-FAMILY BALANCE

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    This study aims to know how; committed and satisfied employee is an asset to an organization. How’ Scan help the organization to compete and grow aggressively in a dynamic global environment. Therefore, state m unless is a factor that increases employee job satisfaction and well-being by ensuring work-life balance as a mediator which is vital for organizational productivity and profitability. Quantitative data from 400 respondents of the telecom and banking sector of Pakistan has been collected through self-admin red questionnaires for analysis. The collected data has been analyzed through IBM SPSS 23 to explore the relationship among independent and dependent variables and the mediating effect of work-life balance has also been substantiated. Testing of mode confirms the positive impact of state mindfulness on employee job satisfaction and well-being by ensuring work-life balance as a mediator. This research is providing a theoretical and empirical foundation to link state mindfulness with employee job satisfaction and wellbeing of employees. This study also adds to the limited stick of knowledge, providing a mediating link of work-family balance between state mindfulness and job satisfaction and employee well-being. This study also broadens previous research findings

    A Review on Secure Authentication Mechanisms for Mobile Security

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    Cybersecurity, complimenting authentication, has become the backbone of the Internet of Things. In the authentication process, the word authentication is of the utmost importance, as it is the door through which both Mr. Right Guy and Mr. Wrong Guy can pass. It is the key to opening the most important and secure accounts worldwide. When authentication is complete, surely there will be passwords. Passwords are a brain-confusing option for the user to choose when making an account during the registration/sign-up process. Providing reliable, effective, and privacy-preserving authentication for individuals in mobile networks is challenging due to user mobility, many attack vectors, and resource-constrained devices. This review paper explores the transformation and modern mobile authentication schemes, categorizing them into password, graphical, behavioral, keystroke, biometric, touchscreen, color, and gaze-based methodologies. It aims to examine the strengths and limitations focused on challenges like security and usability. Standard datasets and performance evaluation measures are also discussed. Finally, research gaps and future directions in this essential and emerging area of research are discussed

    Spam Email Detection Using Long Short-Term Memory and Gated Recurrent Unit

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    In today’s business environment, emails are essential across all sectors, including finance and academia. There are two main types of emails: ham (legitimate) and spam (unsolicited). Spam wastes consumers’ time and resources and poses risks to sensitive data, with volumes doubling daily. Current spam identification methods, such as Blocklist approaches and content-based techniques, have limitations, highlighting the need for more effective solutions. These constraints call for detailed and more accurate approaches, such as machine learning (ML) and deep learning (DL), for realistic detection of new scams. Emphasis has since been placed on the possibility that ML and DL technologies are present in detecting email spam. In this work, we have succeeded in developing a hybrid deep learning model, where Long Short-Term Memory (LSTM) and the Gated Recurrent Unit (GRU) are applied distinctly to identify spam email. Despite the fact that the other models have been applied independently (CNNs, LSTM, GRU, or ensemble machine learning classifier) in previous studies, the given research has provided a contribution to the existing body of literature since it has managed to combine the advantage of LSTM in capturing the long-term dependency and the effectiveness of GRU in terms of computational efficiency. In this hybridization, we have addressed key issues such as the vanishing gradient problem and outrageous resource consumption that are usually encountered in applying standalone deep learning. Moreover, our proposed model is superior regarding the detection accuracy (90%) and AUC (98.99%). Though Transformer-based models are significantly lighter and can be used in real-time applications, they require extensive computation resources. The proposed work presents a substantive and scalable foundation to spam detection that is technically and practically dissimilar to the familiar approaches due to the powerful preprocessing steps, including particular stop-word removal, TF-IDF vectorization, and model testing on large, real-world size dataset (Enron-Spam). Additionally, delays in the feature comparison technique within the model minimize false positives and false negatives

    Magnetic Levitation System Isolates and Purifies Airborne Viruses

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    Detection of viable viruses in the air is critical in order to determine the level of risk associated with the airborne diffusion of viruses. Different methods have been developed for the isolation, purification, and detection of viable airborne viruses, but they require an extensive processing time and often present limitations including low physical efficiency (i.e., the amount of collected viruses), low biological efficiency (i.e., the number of viable viruses), or a combination of all. To mitigate such limitations, we have employed an efficient technique based on the magnetic levitation (Maglev) technique with a paramagnetic solution and successfully identified distinct variations in levitation and density characteristics among bacteria (Escherichia coli), phages (MS2), and human viruses (SARS-CoV-2 and influenza H1N1). Notably, the Maglev approach enabled a significant enrichment of viable airborne viruses in air samples. Furthermore, the enriched viruses obtained through Maglev exhibited high purity, rendering them suitable for direct utilization in subsequent analyses such as reverse transcription-polymerase chain reaction (RT-PCR) or colorimetric assays. The system is portable, easy to use, and cost-efficient and can potentially provide proactive surveillance data for monitoring future outbreaks of airborne infectious diseases and allow for the induction of various preventative and mitigative measures
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