Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

The psychological contract is the unwritten and implicit agreement between an organization and its

employees, which defines their mutual expectations and obligations. The psychological contract can

be broken when either party fails to fulfill their promises or obligations, such as changing the terms

and conditions of employment, reducing the benefits or rewards, or violating the trust or respect.

When the psychological contract is broken, it can have negative effects on the organization, such as

lower employee engagement, commitment, and loyalty; higher turnover, absenteeism, and

grievances; and lower productivity, quality, and innovation. Therefore, one of the effects of breaking

the psychological contract is that the likelihood of achieving performance targets reduces. The other

options are not effects of breaking the psychological contract, but rather causes or consequences of

other factors.