The Study Of The Effect Of Psychological Contract Violation To Staff Loyalty

At the knowledge time, with the technical progress and intensified competition, enterprise core competencies which are based on employees become the inimitable source of the sustained competitive advantages .Psychological contract which takes individualism and market direction as elements will influence strongly the enterprise core competencies through staff loyalty this social emotion. Once psychological contract is violated, especially when the organization intentionally break it, the employee will be disappointed greatly and feel dissatisfied with the enterprise he serves in, which will affect his loyalty to the enterprise directly. Therefore, paying more attention to the psychological contract between the employee and the employer is of great importance for fostering and strengthening the staff loyalty.This research aimed at the relationship between the employee's psychological contract violation and his loyalty to the enterprise, then we will put forward some effective measures which to strengthen the staff loyalty through building beneficial psychological contract regarding this study results. In this study, we used the methods such as literature analysis, interview and comparative analysis, and constructed a questionnaire of the relationship between company and staff. The study was mainly carried out in 8 companies in Jinan, Peking, Shenzhen etc and the data were collected from 114 valid samples. Using exploring factor analysis, regression analysis, we explored the structure of psychological contract, the evaluation methods of staff loyalty, and studied the impact of employee's psychological contract violation to his loyalty, the difference in the violation attribution and personal characters of psychological contract violation perception and staff loyalty. The results suggested that:1. The "organization obligation" of the psychological contract included three dimensions: interpersonal obligation, developmental obligation and normative obligation.2. Staff loyalty could be evaluated from three dimensions: enterprise approbation, working-hard will, job-maintaining will.3. The psychological contract violation resulted in the decreased level of employee's loyalty. Specifically, personal obligation violation influenced the loyalty mostly.4. The different attribution of psychological contract violation influence staff loyalty differently. When the employee attributed the violation to the organization's deliberation, the level of his loyalty, including enterprise approbation, working-hard will and job-maintaining will was much lower than the ones who attributed it to enterprise's limited capability and individual factors.5. Employees in different education, position and work time had different psychological contract violation perception and staff loyalty to the enterprises.Author advised the administrator should pay more attention to psychological contract .On one hand the enterprise should clarify the respective rights, interests and responsibilities between the employer and employee according to the market laws and regulations; On the other hand the enterprise should think highly of the employee's expectation to the organization, and manage to make it agreed with the organization's expectation to employees. Thus the relationship of trust and commitment was build up between the enterprise and the employee, and the employee's loyalty was fostered and strengthened to realize the both development of the company and workers.