Psychological Contract Violation and Affective Organizational Commitment: Catalysts for Employee Creativity in the Middle Level Employees

Abstract

Employee creativity is crucial for innovation and organizational growth, but it is influenced by psychological contracts and commitment levels. This study examines how psychological contract violation and affective commitment impact creativity among middle-level employees while exploring the moderating and mediating effects of gender and city type (Tier-1 and Non-Tier-1). Data was collected from 139 employees across 15 cities through structured questionnaires, with statistical analysis conducted using Jamovi. Findings indicate that psychological contract breaches reduce organizational commitment, which in turn lowers employee creativity. Affective commitment plays a vital role in fostering creative engagement, emphasizing the need for organizations to build trust and transparency. Additionally, employees in non-Tier-1 cities experience a stronger negative impact of contract violations on creativity compared to those in Tier-1 cities, while gender does not significantly alter these relationships. These insights highlight the importance of maintaining psychological contracts and strengthening organizational commitment to nurture an environment that supports creativity and innovation.