Research On The Impact Of Employee's Psychological Contract Violation On The Attitude And Behavior

The staff working for the company and the company providing the staff necessary pay and conditions have been seemed as a kind of exchange relation by the social Exchange Theory of organization. In this exchange relation, employers and employees should be clear with their respective duties, obligations and interests, which is usually made by the way of contracting in the text level. But the contract in this paper can only work on the conduct of both company and employee via person's cognitive and psychological activities. So psychological contract has become the new current management psychology research topics.Psychological contract covers all the relationship between the employees and organizations, having a wide spectrum of affection. And the practice and violation of psychological contract associates with the employee's behaviors, affecting the relations between the organization and the employee deeply. Shore thought that the ratio between the organization's providing and the contribution of itself is the criterion of whether it is reasonable and fair that employees perceived. As long as the staff think it is justice and reasonable, the relation between staff and organization presents a stable and balanced state like the balance. Once the staff feel that it's not justice or reasonable, or aware of the incentives offered by the organization is different from what they think of, the relation between employees and organization will lost its balance, then the employees are aware of the psychological contract violation. This paper use the theory of psychological contract, psychological contract violation and fairness to discuss the relation of psychological contract violation and the attitude and behavior of the employees, then to further explore the role of the organizational fairness plays.Having collected the maturity questionnaires in the area of psychological contract violation and organizational fairness in home and abroad, and combining the scale of job performance, job satisfaction and demission tendency, the questionnaire of this study has been achieved.The investigation has been done in different companies and different cities such as Beijing, Shanghai, Jinan, Qingdao, Shenzhen, etc., and used exploratory factor analysis, correlation analysis, regression analysis and other methods for the 202 valid questionnaires, analyzing the dimensions of the employee psychological contract violation and organizational fairness, the differences of psychological contract violation in different demographic variables, the relationship in psychological contract violation, organizational fairness, attitude and behavior of employees, etc.There are some findings:(1) Employees of different demographic variables are significantly different in psychological contract breach.(2) Psychological contract violation of employees in China has three dimensions including transaction dimension, relation dimension and team dimension.(3) Psychological contract violation and its various dimensions have a significant correlation with job performance, job satisfaction and demission intention.(4) Organizational fairness has played a intermediary role in the relation between psychological contract violation and employee's attitude and behavior.The practical significance of this study is to reduce or buffer the negative impact psychological contract violation make on employee's attitude and behavior by increasing the fairness of the organization, then to improve job performance and job satisfaction, reduce the demission intention of employees.