The Empirical Research On The Impact Of Knowledge Workers’ Psychological Contract Breach On Their Counterproductive Work Behavior(CWB)

Counterproductive behavior (CWB) is so destructive and widespread among each kind of organizations that it has become an important topic in western theoretic and business circles. Due to its own characteristics and central role in the enterprise, the knowledge worker is different from the traditional one in terms of the form of expression, the degree of threat, formation mechanism, and etc. Therefore it is more necessary to study the knowledge staff’s Counterproductive behavior (CWB). CWB does not appear without reasons as other behavior, and it is actually caused by external stimulation and the consequent behavioral motives.The breach of psychological contract is an individual cognitive evaluation towards the implementation of psychological contract. Studies abroad have pointed out that the breach of psychological contract not only prevents organizational citizenship behavior, and it is more likely for workers to commit similar counterproductive behavior such as behavioral biases in the workplace and deviant behavior in order to take revenge on the organization, damaging both its property and image.Therefore, the breach of psychological contract being the dependent variable, this paper puts forward a research mode that the breach of knowledge worker’ psychological contract affects counterproductive behavior and uses empirical research methods so as to give the status quo in China of the breach of knowledge worker’ psychological contract and counterproductive behavior, explore the relationship between the various dimensions of the breach of psychological contract and counterproductive behavior, and further prove the intermediary role of negative emotions and the adjustment of attribution in psychological contract breach.Based on previous literature, this study proposes a concept model and corresponding research assumptions, and uses pre-test to modify and improve the maturity scale. In the formal research,302valid questionnaires are collected through convenient sampling. Descriptive statistical analysis is then carried out on the collected data while reliability and validity analysis on the scale, and SPSS17.0statistical software is used for data regression analysis and variance analysis at the same time. The above empirical research reveals the acting mechanism between the breach of psychological contract and the counterproductive behavior of the employees as well as the relationships among each dimension. The following research conclusions are drawn: the three dimensions of the breach of the psychological contract have significant positive effects on employees’ counterproductive behavior, which are showed by the intermediary variable of negative emotions. Negative emotions play a partial intermediary role in the relationship between the breach of interpersonal and development dimensions and employees’ counterproductive behavior, and a fully intermediary role in the relationship between the breach of normative dimension and employees’ counterproductive behavior. As the breach of psychological contract is more attributable to objective conditions or the staff themselves, the employees’ counterproductive behavior caused by the breach of psychological contract reduces.Finally, this paper provides several suggestions and measures to organization management in four aspects from the perspective of human resource management considering the research conclusions, and offers prospects for future researches.