Research On Employee Psychological Contract Violation And The Countermeasures

Psychological contract theory emphasizes there are mutual expectation which connotative, informal and not open to the public besides formal stipulation between employee and organization, they are also very important factors which could decide employee's behaviors. This article will discuss that if employee would make corresponding adjustment to fulfilling their promises to keep inner balance when enterprise not completely fulfilling promises from the employee's view.First, on the basic of present research production of psychological contract theory, we obtained the data of two parts of psychological contract trough questionnaires. One part is "organization's obligation", it contains how do enterprise promise and how do enterprise fulfill promises. Another is "employee's obligation", it contains how do employee promise and how do employee fulfill promises. Then, we made reliability statistics, validity statistics, descriptive statistics and correlation statistics using SPSS 16.0 and found problems. Last, we present some pertinency countermeasures that may be helpful for enterprise's psychological contract management.