Psychological Contract Violation And Turnover Tendency Of Organizational Justice, The Related Research

Psychological contract is different from that of the economic contract, it is the staff to organize a special form of contract between employee and organization, reflects the interaction and influence between each other, is to maintain the harmony between necessary conditions, will greatly enhance the team’s cohesion and work efficiency. In the current global economic conditions, the relationship between employees and organizations like in the past no longer stable, it has increasingly become issues of concern to the organization. Psychological contract is a kind of subjective perception of organizational justice, by the influence of employee psychological contract, in which were violated will affect the individual behavior, eventually leading to the generation of turnover intention. In order to reduce employee turnover of uncertainty, but also to strengthen employees’ organizational justice, this study attempts to explore the staff from the perspective of psychological contract and organizational relationships, when employees and Organizational Psychological Contract were violated, the departure of employees tend to have he effect. On this basis, from the perspective of organizational justice to further explore the psychological contract violation on turnover tendency influence.This study adopts mature faith, good validity of a questionnaire of psychological contract, organizational justice questionnaire and turnover intention questionnaire, choose Chongqing, and other enterprises in Anhui as sample source, in 252enterprises of all types of employees’psychological contract violation, organizational justice and turnover intention to investigate, research results:(1) in demography, the employee’s age, length of service, education and position on the violation of psychological contract, organizational justice and demission tendency of these 3 variables have significant influence.(2) psychological contract and organizational justice has significant negative correlation, indicating that psychological contract violation rate is higher, Organizational Justice degree is lower.(1) psychological contract breach is positive to turnover intention, this shows that psychological contract violation degree is higher, the higher turnover tendency.(4) the perception of organizational justice and employee turnover intention has significant negative correlation, indicating that organizational justice degree is higher, the lower turnover intention.(5) in violation of psychological contract, organizational justice and demission tendency of the relationship between the three, organizational justice has a partial mediating effect, indicating that psychological contract violation after, still partly through the influence of organizational justice and ultimately affect the turnover intention.