The purpose of the study was to find the relationshipbetween psychological contract violation, psychologicalcontract violation management and Organizational citizenshipbehaviours. The research was carried out in selectedcommercial banks in Kampala District. The researcher used asimple random sampling (lottery) approach to select a sampleof 144 respondents. Self-administered questionnaires wereadministered; data collected and analyzed using SPSSsoftware version 19 adopted for windows. The resultsindicated that there is a significant relationship between thestudy variables {(Psychological contract violation and OCB, r=-.37, ρ ≤ .01); (Psychological contract violation management and OCB; r = 0.48, p ≤ .01)}. The researcher concluded thatwhenever employees perceive a psychological contractviolation, the organisation is likely to suffer seriousconsequences. Employees begin to engage in undesirablebehaviours. The researcher recommended that employersshould ensure that the promised obligations to the employeesare fulfilled and not violated. This will enable employees gain asense of belonging in the organisation and go an extra mile tomake sure that the set goals and objectives are achieved. Theresearcher suggested further study on the same variables tobe carried out in other organizations and a comparative studycarried out with a larger sample size in the Ugandan bankingindustry.