The Study On The Relationship Of Bank Employees’ Perceptions Of Organizational Politics, Psychological Contract Violation And Job Performance

Man plays multiple roles at work. As an employee, in order to increase theinterests of the group, his behaviors must be consistent with organizational objectives.As a consumer and social being, he wants to pursue the maximum personal interests.But the organizational resources are limited, human’s objectives often conflict withorganizational objectives, then his reason may make him throw the organizationalinterests, and get personal interests by a variety of political strategies. Because of theaggravating market competition and increasing uncertain factors, employees’ politicalbehaviors and psychological contract violation become more and more popular.Due to the particularity of the industry and the work, bank employees are moresensitive to organizational politics and psychological contract violation. So in order toexplore the relationship of bank employees’ perceptions of organizational politics,psychological contract violation and their job performance, the study, on the basis ofthe current researches, chose bank employees’ job performance as outcome variable,put forward two competing models: one made psychological contract violation asmediating variable and the other made perceptions of organizational politics asmoderating variable. Then the study done a questionnaire survey and analyzed thedata through SPSS13.0.The conclusions show that: Firstly, different dimensions of perceptions oforganizational politics have significantly influences on job performance. Secondly,different dimensions of psychological contract violation have significantlycorrelations with job performance. Thirdly, different dimensions of perceptions oforganizational politics have significantly influences on psychological contractviolation. Next, the three dimensions of psychological contract violation don’tmediate the effects of perceptions of organizational politics on job performance. Inaddition, the three dimensions of perceptions of organizational politics moderate theeffects of psychological contract violation on job performance. Last, differentdemographic variables have different influences on the dimensions of perceptions of organizational politics, psychological contract violation and job performance. Resultsof the study support the model in which perceptions of organizational politics work asa moderator.In order to fully mobilize bank employees’ work enthusiasm and initiative,improve their job performance and then enhance organizational performance, somesuggestions can be put forword on the basis of the above conclusions. Firstly, thesuggestions based on perceptions of organizational politics are to apply organizationalpolitics reasonably, improve the performance appraisal standards, provide fairoccupation development channel, and give the different groups of employees’individual management. Secondly, the suggestions based on psychological contractviolation are to improve the compensation system, encourage employees to participatein the decision-making and management, strengthen the communications withemployees about their psychological contract, and provide personalized psychologicalcontract management. Thirdly, the suggestions based on the moderating effects ofperceptions of organizational politics.