The Study On The Relationship Of Bank Employees’ Psychological Contract Violation And Interpersonal Trust

In recent years, the pace of development of China’s economy continues to slow down. The banks play an important role in the national economy and they are experiencing the huge challenge. With the growing competition and performance targets between banks, the bank employees have more pressure. At the same time,it is easier that they have psychological contract violation.In order to change this situation, organizations need to let employees trust each other and become cooperative. From the perspective of employees, the article explore the status of employees’ psychological contract violation and interpersonal trust, and try to provide new reference for research in related fields. Then, in order to improve the core competitiveness of banks, the article provides some guidance suggestions for managers.On the basis of summarizing the domestic and foreign theory, in this article, employees’ psychological contract violation is summarized as two factors which are transactional psychological contract violation and relational psychological contract violation. Interpersonal trust is summarized as three factors which are predictability of trust, dependence of trust and trustworthiness trust. A model is built on the relationship of psychological contract violation and interpersonal trust. Combined with the actual characteristics of the bank employees, the article provides a new psychological contract violation questionnaire and interpersonal trust questionnaire. Using statistical software Smart PLS, the article makes the data analysis of questionnaire.Through data analysis and discussion, the article get the following conclusions, employees’ psychological contract violation has a negative impact on interpersonal trust. In addition, transactional psychological contract violation and relational psychological contract violation all have a negative impact on the three parts of interpersonal trust. And the affection of relational psychological contract violation is more obvious than transactional psychological contract violation.Through this study, the article is effectively the interdisciplinary combination of management theory and psychology, the psychological contract theory with interpersonal trust can be effectively applied to the practice field. Combined with the results of empirical analysis, the article provides some certain guiding suggestions for the human resource management of banks. Finally, this article presents the research prospects, and hopes that through the researcher the later researchers can have more ideas.