Kršenje psihološkog ugovora odnosi se na zaposlenikovu percepciju da nije primio sve ono što mu je poslodavac eksplicitno ili implicitno obećao. Iako predstavlja koristan okvir za razumijevanje odnosa socijalne razmjene, u Hrvatskoj je još uvijek neistražen. Stoga smo u ovom istraživanju, koje je provedeno na prigodnom uzorku osoba zaposlenih u različitim hrvatskim organizacijama (N=179) i njihovim kolegama (N=358), pokušali ispitati postoje li sociodemografske razlike u percepciji kršenja psihološkog ugovora te ustanoviti kakav je odnos između percepcije kršenja psihološkog ugovora i nekih stavova prema radu i radnih ponašanja. Pokazalo se da stariji zaposlenici i oni s dužim radnim stažom percipiraju veće kršenje svog psihološkog ugovora. Pronađena je negativna povezanost između kršenja psihološkog ugovora i afektivne odanosti organizaciji, instrumentalnosti, kolektivnog samopoštovanja te uspješnosti u zadatku, no pozitivna s ponašanjima izvan radne uloge – nepoželjnim organizacijskim ponašanjem te odgovornim organizacijskim ponašanjem prema pojedincima. Suprotno očekivanjima, kršenje psihološkog ugovora i procjene radnih ponašanja od strane kolega nisu povezani.Psychological contract breach refers to employee's perception that s/he has not received everything that his/her employer explicitly or implicitly promised. Although this is a useful framework for understanding a social exchange relationship, it still has not been researched in Croatia. Therefore, in this study, conducted on a convenience sample of employees from various Croatian organizations (N=179) and their colleagues (N=358), we tried to examine whether there were some sociodemographic differences in perception of psychological contract breach and to establish the relationship between perception of psychological contract breach and some attitudes toward work and work behaviors. Older employees and those with more years of service perceived more severe psychological contract breach. Negative correlation was found between psychological contract breach and affective commitment, instrumentality, collective self-esteem, and task performance/in-role behavior, but positive with extra-role behaviors – counterproductive work behavior and organizational citizenship behavior directed toward individuals. Contrary to our expectations, psychological contract breach and work behaviors rated by employee's colleagues were not related
