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1. INTRODUCTIONPsychological contract has been a useful framework to study the attitudes and behaviors of the employees at the workplace. Both psychological contract fulfillment and psychological contract breach have been verified as a strong predictor of work-related outcomes. Psychological contract fulfillment was positively related to organizational commitment (Guerrero and Herrbach, 2008), perceived organizational support (Coyle-Shapiro and Kessler, 2002), and task performance (Cheung and Chiu, 2005) and negatively related to intention to quit (Cheung and Chiu, 2005).Although studies about the consequences of psychological contract fulfillment have yielded interesting results, fulfillment of the contract is not the overwhelming situation. Research has suggested that breach of the psychological contract is a common phenomenon in the workplace. Robinson and Rousseau (1994), for example, found that 54.8% of the employees have experienced psychological contract breach at some times. As a result, the influence of psychological contract breach on work related outcomes attracted the interests of many other studies. Robinson and Rousseau (1994) studied the direct impacts of psychological contract breach on several work related outcomes. They first found that breach of the contract is very common as a majority of the respondents reported that their employer has, at some times, failed to meet their promises to them. Furthermore, the results showed that breach was negatively related to trust in the employer, job and organizational satisfaction, and positively related to intention to quit and actual turnover. The negative impact of breach on job satisfaction was also reported in Turnley and Feldman (1998), Tekleab et al. (2005) and Zhao et al. (2007) studies. Breach may also lead to loss of trust, lower job satisfaction, reduced commitment, and lower POS (Zagenczyk et al., (2009), Restubog et al., 2010). Breach was also positively related to stress, burnout, intention to quit and actual turnover (Zhao et al., 2007, UrRehman et al., 2010). Finally, breach reduces in-role-and extra role work performance (Bal et al., 2008).While many studies examined the direct impacts of psychological contract breach on work related outcomes; other studies looked at the mediating effect of violation on these relationships. Furthermore, a number of studies proposed variables that have moderating effects on the relationship between psychological contract breach or violation and work related outcomes. Because psychological contract breach is common and the negative impacts of psychological contract breach on workplace outcomes have been verified, it is important to find ways to lessen such impacts. By studying the moderators of the above relationship, researchers can suggest policies and practices to minimize the negative impacts of psychological contract breach.The current study investigates the impacts of age and locus of control (LOC) on the relationships between psychological contract breach and job performance, organizational citizenship behavior and intention to quit. Furthermore, by carrying out a comparative study between Japan and Vietnam, the current study addresses one of the recent focuses of psychological contract research, the cross-cultural issues (DelCampo, 2007; Rousseau & Tojoriwala, 1998). There are evidences that cross-cultural differences exist in psychological contracts, however, these difference aren't well understood (Rousseau and Tinsley, 1994). DelCampo (2007) suggested that research in the perceptions of breach and fairness in cross-cultural encounters will be more interesting than that focus only on the content of psychological contract in cross-cultural settings.2. LITERATURE REVIEW2.1. The moderating impacts of age on the relationship between psychological contract breach and work-related outcomesPrevious study suggested that age can have significant impacts on the psychological contract process. …

THE MODERATING IMPACTS OF AGE AND LOCUS OF CONTROL ON THE PSYCHOLOGICAL CONTRACT BREACH-OUTCOMES RELATIONSHIPS: A VIETNAM-JAPAN COMPARATIVE STUDY