Recursive Effect Study From Psychological Contract Breach Of Supervisor To Subordinates’ Work Performance

With the increasing attention on human resources and organizational behavior in modern enterprise, effectively coordinating and maintaining the employment relationship at all levels within the organization has become the biggest problem of modern organizational management faces. Psychological contract has always played an important role in the above relationship. The appearance of psychological contract breach marks that the employees has produced a negative attitude or emotion to their work, and it is likely to change their actual job behavior. However, does psychological contract breach have a trickle-down or infiltration process in the spontaneous superior-subordinate relationship between the supervisor and its subordinate? Whether or not psychological contract breach of supervisor can makes a trickle-down effect on psychological contract breach of its immediate subordinates, thus affecting the subordinates’ work performance like a recursive? Whether the supervisor of cynicism is more likely to exacerbate the trickle-down effect of psychological contract breach? These problems have not yet confirmed by the relevant research and analysis. Based on this background, the study aims to analyze the relationship among psychological contract breach of supervisor, psychological contract breach of subordinate, work performance and cynicism. Use the result of empirical analysis to explain the presence or absence of the above problems. Then the study further validates the trickle-down effect of psychological contract breach from supervisor to subordinate, and inspects the mediator effect of cynicism in this process.Based on the theoretical basis obtained from literature review, this study builds a theoretical model which includes the trickle-down effect from psychological contract breach of supervisor to psychological contract breach of subordinate and the recursive effect on subordinates’ work performance. We use questionnaires and interviews to obtain and mate the sample data of supervisor and subordinate. We use Cronbach’s Alpha, corrected item-total correlation, KMO and Bartlett test, and the results of the factor analysis to test the reliability and validity of the sample data. Then, we examine the trickle-down effect from psychological contract breach of supervisor to psychological contract breach of subordinate, and test whether the psychological contract breach of subordinate will further affect their task performance, work ethic and service-oriented organizational citizenship behavior or not. Finally, we verify the mediator effect of the cynicism in the trickle-down process of psychological contract breach from supervisor to subordinates.The empirical results show that, psychological contract breach of supervisor makes a significantly positive trickle-down effect on psychological contract breach of subordinate. It means that psychological contract breach will naturally permeate and trickle down from the supervisor level to its direct subordinate level. Psychological contract breach of subordinate cans significantly affect subordinate’ task performance, work ethic and service-oriented organizational citizenship behavior, and these effects are negative. Although cynicism of supervisor play a significant mediating role in the trickle-down effect from psychological contract breach of supervisor to psychological contract breach of subordinate, and the effect is completely mediating effect.