The Empirical Research Of The Impact Of Psychological Contracts Breach On Organizational Identification

As the coming of knowledge economy era, human resources have become the core resources of each enterprise competition. Now enterprises are facing many challenges: the higher turnover, the negative attitude, idle and so on, which will bring huge losses to enterprises and is a hidden danger of enterprises'sustainable development. Organizational identification will meet this challenge. If the employees identify with an organization strongly, he is willing to support for the organization (Ashforth & Mael,1989). When he makes a Decision, he also tend to enterprise's benefit as the ultimate goal(Chenney,1983), Which will reduce the employee turnover rate( Bamber etc., 2002; Xiong Mingliang, etc., 2008; Yang Yongkang, Li Yanxia, 2008), will mobilize work motivation and improve performance (Durkerich etc., 2002; Han Xuesong, 2007; Wang Xiaohui, 2003). Therefore, training and promoting employee's organizational identification is the urgent need of enterprise's survival and development.Since the age of 80 in 20th century, the organizational identification was recognized a hot topic for research gradually. The researches about organizational identification include the concept of organizational identification, dimensions and methods of measurement, and influence factors and so on. The impact factors of organizational identification include the hypothesized organizational antecedents of organizational prestige, organizational identity, organizational culture, communication and so on, the hypothesized individual antecedents of tenure, sentimentality and so on. Dependent variables of organizational identification showed the employee's attitudes and behavior, for example, organizational commitment, job satisfaction, cooperative behavior, organizational citizenship behavior and intention of turnover and so on. We know, from the literature review, the research of the impact of psychological contract breach on organizational identification is few. When employees perceive psychological contract breach, employees will claim to be more principled than the employer, which will produce psychological alienation to the enterprise (Robison, etc.,1994). Epitropaki(2003) believed that the psychological contract breach is another important variable to explain organizational identification, and studied the relationship between them. The empirical study showed that psychological contract breach is negatively related to organizational identification. Kreiner(2004) also studied Positive correlation between psychological contract breach and organizational identification. the results were supported. However, the study of the relationship between psychological contract breach and organizational identification is still blank to Chinese scholars. So now the question that the companies are facing: how is the impact of psychological contract breach on organizational identification under the China's environment?Through the academic literature review and analysis of organizational identification, the study described the dimensions, antecedents and outcome variables of organizational identification in detail. At the same time, through the literature review and analysis of the psychological contract breach, psychological contract breach will be broken into three dimensions: specification psychological contract breach, interpersonal psychological contract breach and development psychological contract breach. Based on this, this study proposes assumptions about the relationship of specification psychological contract breach, interpersonal psychological contract breach, development psychological contract breach and organizational identification. In order to verify four hypotheses in this study, Changchun First Automobile Group is object of study, 100 valid questionnaires were collected by using the method of convenience sampling, the study did descriptive statistics and scale reliability and Validity analysis by analyzing the data, then SPSS 16.0 statistical software were used to do regression analysis for testing and discussing the hypothesis.The main conclusions of this study are as follows:First, psychological contract breach has a negative effect on organizational identification directly. The study proves that psychological contract breach has the negative effect on organizational identification directly. Also the standardized coefficient is -0.518, P<0.001. Namely, the greater degree of psychological contract breach which employees perceived, the more employees do not identify with the organization. This conclusion is the same to scholar Epitropaki (2003) and Kreiner (2004) study results. Organizational identification management play a very important role in enterprises'operating and management, so enterprise should pay more attention to antecedent variables of organizational identification-psychological contract breach, to avoid being perceived psychological contract breach by employees.Second, specification psychological contract breach has a negative effect on organizational identification directly. The study proves that specification psychological contract breach has the negative effect on organizational identification directly. Also the standardized coefficient is -0.529, P<0.001. Namely, the greater degree of specification psychological contract breach which employees perceived, the more employees do not identify with the organization. This conclusion is the same to Han Xuesong's (2007) study, salary and working condition have a positive effect on organizational identification directly. Therefore, enterprises must pay more attention to improving salary and working condition.Third, interpersonal psychological contract breach has a negative effect on organizational identification directly. The study proves that interpersonal psychological contract breach has the negative effect on organizational identification directly. Also the standardized coefficient is -0.462, P<0.001. Namely, the greater degree of interpersonal psychological contract breach which employees perceived, the more employees do not identify with the organization. This conclusion is same to YANG Yan's(2007) study, interpersonal psychological contract breach has significant negative effects on organizational identification. Therefore, enterprises should pay attention to the interpersonal environment and care individual, this can be called good business, to ensure employees'initiative.Forth, development psychological contract breach has a negative effect on organizational identification directly. The study proves that development psychological contract breach has the negative effect on organizational identification directly. Also the standardized coefficient is -0.448, P<0.001. Namely, the greater degree of development psychological contract breach which employees perceived, the more employees do not identify with the organization. This conclusion is same to Brown's (1969) study, task autonomy, opportunities of achievement and promotion are important antecedent variables of organizational identification. Nature of work and development space for employees is very important, companies should consider career development planning for each employee, to meet the needs of their own development, to enhance their organizational identification.Finally, recommendations for future research are presented:First, expansion of the sample. The subjects were selected only Changchun First Automobile Group, which is the manufacturing industries, future research may consider extending the scope of the study, extended to other sectors, while the sample can also be extended to other areas across the country, it will give the study conclusions more representative.Second, the model expansion of organizational identification. In the enterprise management process, we will find that some employees can not tell agree or disagree with the organization, some employees are neutral, so if organizational identification is divided into too level—identification and disidentification, it's too broad and extreme. So, scholars could consider the degree of organizational identification extended to four: identification, disidentification, ambivalent identification and neutral identification (Kreiner, 2004). Foreign scholars Kreiner (2004) extended model of organizational identification, but then few scholars to begin to study this one, so in future research on organizational identity can continue to study the extended model.Third, develop the organizational identification scale. Although there were mature organizational identification scale, but most are developed by foreign scholars, Chinese scholars also developed organizational identification scale, but many items are repeated with other variables, such as organizational commitment and employee loyalty. Therefore, in future research, we can consider developing an organization identification scale which is suitable for China.Fourth, perfect the theory of organizational identification. All factors of organizational identification will be account to analyze together, which is a future research direction of organizational identification. Only do this, ensure that research will not be interfered by other variables, so that research of organizational identification will be more systematic.