A Review Of Psychological Contract Breach And Violation

In order to meet the economic development situation,trend of flat organizations become increasingly evident,changes within the Organization are more frequent,probability of psychological contract breach and violation also increases,so research for both the heat has been high.Through review of the literature found in the field,research on psychological contract breach and violation of numerous and scattered,the lack of systematic research framework,and the literature review in the field of rare,therefore there is a need to review it.This article used the three classic and easy to operation research methods--search tool method,retrospective searching method and qualitative research method--for the study of literature.Search tool method means using paper search tool to find relevant literature,this article will use three search tools,they are Web of Science(WOS for short),Wiley Online Library full-text database of electronic journals(referred to as WOL)and CNKI,their built-in analysis tools will also be used to complete document filtering.The application of retrospective searching method is to complete and improve the outcomes of the search tool method,so that the objectivity and comprehensiveness of the references used by this review can be ensured.By reading the existing references,we can find out the high frequency references,selected significant but not retrieved by the search tool method references,then add them into reference lists of this review.After above two methods,we will apply the qualitative research method.Through the analysis,collation,sum of the extensive research literature,we conformity a framework composed of equity theory,attribution theory and EVLN theory of research on psychological contract breach and violation and clarify the status of the research,and analyze the direction of the research in the future.This paper will use the timeline as the basic logical,that is the concept's evolution,antecedent variables,methods of measurement,outcome variables of the psychological contract breach and violation.Equity theory and attribution theory is the center and basic theory of the antecedents' content.Sum up the factors which can effect the organizational justice perception and the attribution style of the staff in the process of the psychological contract breach and violation one by one,and clarify the causes and development of psychological contract breach and violation.According to the purpose of measurement,measurement of psychological contract breach and violation can be put into the content-oriented,character-oriented and evaluation guidance for three.After that,the outcome variables of psychological contract breach and violation will be summarized.The existing result variables can be classified as category affective and behavioral responses.EVLN theory is a good framework of behavioral response outcome variables,two dimensions of the negative-positive,constructive-destructive put the variables into four behavior modes-loyal,advice,ignore,and exit,then the consequences of psychological contract breach and violation can be acted in a more clear and systemic way.In the process,this paper try to via the evolution mechanism of EVLN four behavior modes to find out the remedial measures of psychological contract breach.Based on psychological contract breach and violation of the existing literatures,we can find there are three reasons that cause psychological contract breach and violation:Organization of intentional breach of contract,employers understand ambiguity and the Organization's inability to deliver on promises.These three reasons can be split into three specific factors:personal qualities,organizational factors and the external environment.In a number of specific factors,the lack of communication and organizational unfair are the most important factors of psychological contract breach.Psychological contract breach leads to series of negative consequences on staffs' emotions and actions,such as the decrease of work satisfaction degrees,organization trust,organization identity sense,organization support sense,and the increase of revenge cognitive,organization cynicism,exit tendencies,and the reduce of organization citizens behavior,knowledge share behavior,work performance,and the raise of late,absence,exit,even also may raised the revenge of employees.There are two limitations of this paper.Firstly,,under the influence of current research,we take the perspective of staffs' psychological contract breach and violation of the employees,did not involve the perspective of organizations'psychological contract breach and violation.Secondly,influenced by the literature selection methods and personal ability,this reference is not comprehensive,may be omissions to existing research,so the research results may be not comprehensive either.Finally,the psychological contract breach and violation of the future research direction is indicated.