Career Psychological Contract Violation And Its Consequences

Psychological contract is an important theoretical framework of the employment relationship and the core elements to understand the attitude and behavior of employees.Psychological contract violation is widespread in the organization,which may cause a series of negative attitudes and behaviors.For different people and in different environments,the content of psychological contract is different. In traditional career, long term job security is important.In ’new’ career---boundaryless career and protean career,the exchange relationship between employees and the organization is about performance and employability.The ’old career’ has not been replaced by the ’new career’.Some people change jobs frequently,while some other people still desire to have security and upward mobility in traditional employment.Organizations can’t meet the needs of all employees. We need a new perspective of psychological contract---career psychological contract.In this study,the dimension of career psychology contract is from Granrose and Baccili (2006).The four dimensions of career psychological contract are long term long term job security,upward mobility,boundaryless training and protean welfare.When organizations fail to realise these obligations,what will happen to employees’affective commitment, perception of organization support of development and turnover intentions?About the demographic variables, we find that each study variables on gender, education has no significant difference;Turnover intentions of different marital status have significant differences;Organizational support of development,affective commitment and turnover intentions of different ages have significant differences;The long term job security,affective commitment and turnover intentions of different length of services have significant differences;organization support of development and affective commitment of different post levels have significant differences;The long term job security of different organization type have significant differences.The violation of upward mobility will have a significant negative effect on employees’ perception of organizational support of development.The violation of upward mobility and protean welfare will have a significant negative effect on affective commitment.The violation of long term job security and upward mobility will have a significant negative effect on turnover intention.Organization support of development has partial intermediary role between career psychological contract violation and affective commitment.