The Influence Of Psychological Contract Breach On The Core Employee’s EVLN Behavior

As the awareness of human resource is being improved in many companies nowadays, more and more companies pay much more attention on the management of the "people", especially on the core employees of the company. Core employee is the key who stand for the core competitiveness of the company. They behave better in working, learning and influencing others. As the same time these people usually control the important resources of the company and create the core performance. However, high autonomy and independence also cause high movement of core employee what will undoubtedly impact negatively the rapid development and creativeness of performance of the company. In the fact the behaviors of employee that influence the company are not only the quitting of employees, but also appealing, loyalty and neglect. So the methods how company monitor, master and guide the employee’s EVLN behavior become the important measures of the company to retain the core employee.This article takes several manufacturing firms in Jiamusi as sample and conducts the survey among the core employees in these companies. The investigation uses SPSS17.0and makes a research about the relationship among the breach of psychological contract, satisfaction and EVLN behavior of core employees. The objectives of this research are bellows:Firstly, this research studies the overall situation of the breach of psychological contract, job satisfaction and EVLN behavior. Secondly, this research studies the relationship of the breach of psychological contract, job satisfaction and EVLN behavior.Thirdly, this research helps company aware of the reasons of core employees’EVLN behavior and helps them make advantage of psychological contract and improve the job satisfaction to reduce the demission rate of core employee. Fourthly, this research will reveal the black box of the internal evolution path of EVLN behavior and help company know more about the behavior trend of core employee. Then company can learn more about improving job satisfaction of core employee.The main conclusions of this research is bellowing: Firstly, Psychological Contract Breach has a significantly negative influence on Job satisfaction. Secondly, Job satisfaction has a significantly influence on EVLN behavior. Thirdly, Psychological Contract Breach has a significantly influence on EVLN behavior. Fourthly,there exist some quantifiable relationship betweewn the behaviors of EVNL BehaviorThe main creativeness of this research is bellowing:First, it reveals the internal evolution path of EVLN behavior that is "loyalty-voice-neglect-exit", In the other words it reveals the sequence how these four aspects transform.Secondly, it gives the resolutions how company manage the demission rate of core employee in the real situation.