Research On The Influence Of Employees’Psychological Contract Violation To Job Performace

In recent years, as a common social psychological phenomenon that exist in the various types of organizations, psychological contract has aroused the scholars’strong attention, many existing studies indicate Psychological contract is correlated with some important variables of organizational behaviors, therefore,it is of the great significance to study the impact of psychological contract violation to working performance. The paper is on the basis of reading massive related literature, and from a brand-new angle which is the job satisfaction and affective commitment angle studies the influence function of psychological contract violation to the working performance, constructing the conceptual model of psychological contract violation through the forward function in the job satisfaction and affective commitment to promote the working performance level, dividing the psychological contract violation into the transactional violation and the relational violation two parts, discussing the relation of the both transactional violation and the relational violation, and the working performance, and emphatically analyzing the function of job satisfaction and affective commitment in the relations of psychological contract violation and the working performance.This research takes China’s enterprises as the object of the study, using the questionnaire survey to collect data. In the process of analyzing and dealing with the data, using methods such as descriptive statistics, factorial analysis, correlation analysis, multiple regression analysis and the SPSS17.0statistical analysis tool and so on to examine the research suppositions contained in the conceptual model. Through the empirical analysis, we obtain the following conclusions:Firstly, the psychological contract violation is negatively related to the job performance. This research divides the psychological contract violation into the transactional violation and the relational violation, discussing the relation of the both transactional violation and the relational violation, after the empirical analysis we obtain that the transactional violation with relational violation has the negative influence function to the job performance. According to this research’s result we can know that the psychological contract violation is the important factor that affects the job performance.Secondly, the transactional violation and the relational violation of the psychological contract violation are remarkably negatively related to the job satisfaction, the affective commitment and the job performance. This research divides separately the psychological contract violation into transactional and relational two dimensions to discuss separately the influence function of the two dimensions to the job satisfation, the affective commitment and the job performance. Empirical analysis’s result indicates that each dimension’s level of psychological contract violation is higher, is more disadvantageous to the job satisfation, the affective commitment and the job performance.Thirdly, the job satisfaction and the affective commitment play intermediary role in the relations that the psychological contract violation affects job performance. This research takes the existing related literature as the rationale, discussing the influence mechanism of the psychological contract violation to the job performance from the job satisfaction and the affective commitment’s angle.Empirical analysis’s result indicates that the psychological contract violation not only has the direct influence function to the job performance, but also has the indirect influence through the job satisfaction and the affective commitment to the job performance. Thus, these can explain that the job satisfaction and the affective commitment have the intermediary function in the process of the psychological contract violation play the negative role in the job performance.