Research On The Impact Of Psychological Contract Violation On The Behaviors Of Employees

The Psychological Contract is a powerful deciding factor of organizational behavior, and necessary in the maintenance of a harmonious employment relationship. This paper which studies the impact of Psychological Contract Violation on the behavior of employees under the context of Chinese culture has important significance.In the dynamic development of psychological contract, employees will have two important subjective perceptions: Psychological Contract Violation and Perceived Organizational Support. There are mutual influences between them; the increasing Perceived Organizational Support can effectively inhibit Psychological Contract Violation, which is positively significant in human resources management practice.Psychological Contract Violation is affected by a variety of control variables, the main control variables involving in this study: gender, age, experience and qualifications. We find: employees'Psychological Contract Violation differences between genders are obvious; more notable differences are found among different serving times; considering different education levels, the differences are also remarkable. that is, with the increase in employees'qualifications, employees'Psychological Contract Violation may be more occurred.Psychological Contract Violation has an important impact on employees'Organization Commitment and Organizational Citizenship Behavior. The results show that: in the context of Chinese culture, the Psychological Contract Violation of employees negatively correlated with Organization Commitment and Organizational Citizenship Behavior of employees. Psychological Contract Violation of employees is a good predictor of their Organization Commitment and Organizational Citizenship Behavior; we can see from this, employees'Psychological Contract Violation impacts enterprises. On one hand Psychological Contract Violation would result in lower Organization Commitment, which not conducive to stability; on the other hand Psychological Contract Violation would cause reduction of Organizational Citizenship Behavior expected, which is not conducive to business performance improvement. All this will impact long term development of enterprises.Perceived Organizational Support is another important subjective perception, it is a series of employees'convictions about how great importance the organizations attach to the contribution and the overall well-being of employees. The increasing Perceived Organizational Support can effectively inhibit Psychological Contract Violation and reduce its negative effects. Research confirms that Perceived Organizational Support mediates the relationship between Psychological Contract Violation and its outcomes: Organization Commitment and Organizational Citizenship Behavior of the employees, which is significant. in the case of violation of the Psychological Contract, enterprises can take effective measures to increase their Perceived Organizational Support, and intervene Psychological Contract Violation to reduce or avoid its adverse effects.Therefore, on the basis of improving the human resources management system enterprises should establish conventional psychological contract survey mechanism and dynamic management of the psychological contract to implement human resources management system innovation, and provide fair and reasonable organization background and the environment of psychological contract ;at the same time, enterprises should develop career planning, strengthen communication and coordination, and take the initiative to care for employees'work, life and growth. Through these measures, to improve employees'Perceived Organizational Support, build employee-centric enterprise culture, maintain the dynamic balance psychological contract, and promote the harmonious development of the employment relationship.