Keywords
Leadership
Motivation
Organizational Climate
Violation of the Psychological Contract
How to Cite
Abstract
The aim of this article is to show how leadership and the organizational climate that comes from it can influence the maintenance or violation of the Psychological Contract. It is often thought that the violation of the Psychological Contract is something negative and also brings negative factors to organizations, sometimes hindering the achievement of their objectives. However, this isn't always the case, as the contract has an inherent subjectivity that doesn't make it possible to clarify whether the violation is something intrinsically bad or good. As far as the structure of the article is concerned, it is divided into four main sections that depend on each other. The first defines the concept of leadership; another defines the concept of organizational climate; a third refers to the definition of the Psychological Contract; finally, a fourth section relays the key concepts of the article and refers to a differentiated view, questioning whether there really is a need for a Psychological Contract and whether the negative violation of this contract is necessarily bad for the organization.
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