The Research Of Psychological Contract Violation And Interference Of New Employees

In the21st century, enterprises are facing the increasingly complex operating environment, it can strengthen the formation of the psychological contract violation, the balance between the employees and the organization in the past is broken, enterprise employees’ psychological contract violation becomes increasingly common. The characteristic of new employees who just come from universities to society is unclear job performance, lower stability and high turnover, it will have an important impact on the relations between the two sides and the attitude and behavior of new employees, so, the study of psychological contract violation and interference of new employees is particularly important.This paper proposes a model of the new employees’ psychological contract violation and interference which is based on the collecting the literature of psychological contract, psychological contract violation and interference, investigate the reasons and consequences of psychological contract violation of new employees, and introduce the interference of psychological contract violation as the regulated variable, do empirical research of the formation of the new employees’ psychological contract violation, the relationship with psychological contract violation and turnover intention and work performance, the regulatory role of interference to the relationship with psychological contract violation and turnover intention and work performance, concluded that new employees consider the degree of fulfillment and degree of commitment is consistent or the degree of fulfillment is lower than the level of commitment, the new employees perceived psychological contract, the new employees’ psychological contract violation and turnover intention and job performance have a significant relationship, effective human resources management practices which is including recruitment management, training management, performance management, compensation management, career management has a regulatory role of the relationship with psychological contract violation and turnover intention and work performance. Finally, I suggest targeted intervention strategies based on the results of empirical research.