Abstract:
This research examines the impact of psychological contract breach (PCB) and organizational
climate (OC) on the affective commitment and the effect of commitment on the proactive work
behaviour of employees in four different sectors of Karachi, Pakistan. The study looks into
affective commitment as performing the role of a mediator in linking PCB and climate with
proactive work behaviours. The research also observes the moderation of tenure between the two
links. The model is evaluated through Confirmatory Factor Analysis (CFA) and Structural
Equation Modelling (SEM) through AMOS. In Pakistan, no such research has been taken up to
observe the links between situational and psychological antecedents with proactive behaviour of
employees. The present research makes an effort to fill this gap. Results of the research indicate
that psychological contract breach (PCB) is inversely related to affective commitment while
positive influence exists between organizational climate and affective commitment. Also
affective commitment has a direct positive influence on proactive work behaviours.
Psychological contract breach has full mediation while organizational climate has partial
mediation effects on proactive work behaviour through affective commitment. Besides these
variables, tenure also turned out to be a strong moderator of these links and thus moderated
mediation tend to occur in the data set, the model is a good fit and it is significant. The findings
support affective commitment as the mediator in the relationships between psychological
contract breach, organizational climate with proactive work behaviour. The results provide
guidelines and significant implications to help top managers and HR department to better
understand and critically look into the current organizational climate and psychological contract
created between the immediate manager and subordinate for increasing affective commitment
and subsequently increasing proactive work behaviours. Furthermore, this study helps inEffect of Moderated Mediation on Proactive Work Behaviours 7
enriching the current body of knowledge on proactive behaviours in developing countries. Future
studies should examine other antecedents like organizational citizenship behaviour and perceived
organizational support to have a holistic approach. Replication of this study in other settings is
also suggested.
