Study Of Relationship Between Psychological Contract And Organizational Commitment In Organizational Change

Due to the instant development of the global economy and technology, most enterprises are confronted with pressure and challenges both from inside and outside. Spontaneously change and innovation turn to be the most indispensible action. Commonly successful organizational change leads to high adaptability and low cost, which enhance the efficacy and core competence. Especially in the 21st century, besides form global challenges, domestic enterprises also face up the impact of entry into the WTO, in which state-owned enterprises (SOE) because of the historical trouble lack effective management mechanism. So as to domestic enterprises, the impendency and necessity of organizational change are more obvious.Along with the frequent occurrence of organizational change, employment relationship changed tempestuously, during which psychological contract is the core factor which reflects the process. This study based it upon organizational change, probed into the conceptualization of psychological contract, and discussed its impress on organizational commitment. Meanwhile we took the human resource integration strategy which enterprises adopt during the changing process and stress management strategy into consideration. Therefore, the major goal of this paper is to clarify the relationships and mechanisms among these concepts in the changing background, and provide theoretical foundation for related management practices.This paper is divided into three parts: first, the literature research part introduced the concept of organizational change, change strategy, psychological contract and organizational commitment, summarized the theory of related field, and proposed a framework of how psychological contract influenced organizational commitment. Second, we adopted interview to primly validate the theory. Third, we took use of random sampling method, and surveyed 311 employees of changing organizations in Hangzhou, Shanghai, Yantai and Jining area. For analysis, we used factor analysis, descriptive statistics, correlation analysis and regression analysis to descriptive the status quo of several variables and to test and verify the model. As a result, we got conclusions as follows: (1) The psychological contract in organizational changes includes two facets: rights expectation and obligations perception. Rights expectation includes three dimensions: material guarantee, career development and interpersonal backup. Obligations perception includes two dimensions: transactional obligation and relational obligation. Regression analysis also shows that rights expectation has a significant impact on obligations perception.(2) The psychological contract in organizational changes, which includes both rights expectation and obligations perception, has a significant impact on organizational commitment(3) The human resource integration strategy which enterprises adopt in organizational changes has a significant effect on psychological contract and organizational commitment. The psychological contract has a partial mediating effect.(4) The organizational change style has a significant moderating effect on the relationship between human resourece integration and rights expection.(5) The stress management strategy which employees adopt when facing up stress in organizational changes has a significant moderating effect on the relationship between obligations perception and organizational commitment, and the personal stress management is playing a more important role. When the individuals use more exercises and social network to manage stress out of organizational change, the relationship turn out to be much stronger...