Research On The Effect Of Psychological Contract Breach And Violation On The Organizational Commitment

Nowadays with the rapid development of world economy, the employment relationship is changing rapidly. Ever invariable employment relationship is gradually being replaced by the more flexible one. And in economic transformation period of China, the impact of this change has brought great effect. Under this background, the psychological contract which means cognitive of individual and organizational responsibilities exchange, has become a new framework for the academic analysis of the employment relationship. Within this framework,the psychological contract breach and violation are the most important research hotspot.within those individual attitude variables, organizational commitment as variables which reflects why and how individuals want to stay in the organization, is very important to the operation of the entire organization. The organizational justice which reflects the individuals'fair experience in the organization practice, has a certain effect on other individual attitude and behavior variables. With the psychological contract as the main research perspective and existing research results in China and abroad as the basis, taking the psychological contract breach as a starting point,while organizational commitment as an endpoint, the research focus on the relationship between the variables in this path. Firstly, based on the theory and empirical research of psychological contract, organizational commitment and organizational justice, this research presents hypotheses and a theoretical model. Next, this study chooses the appropriate scale and makes into corresponding questionnaire. Eventually this research collects 225 questionnaires sample data. With means of factor analysis, structural equation modeling and hierarchical regression model, relevant assuming has been verified.Through empirical testing, the paper finally get the following conclusions: (1) The psychological contract breach and violation are two independent variables, psychological contract breach has a significant positive effect on the psychological contract violation. (2)Three-factor model of organizational and three-factor model of organizational justice are fit with the sample data in this study match. (3) Psychological contract breach and violation have a significant effect on the three dimensions of organizational commitment, in paticular significant negative effects on affective commitment and normative commitment but a significant positive effect on the continuance commitment. (4) Psychological contract violation acts as a mediating variables between psychological contract breach and organizational commitment. Between psychological contract breach and emotional commitment, it acts a partial mediation variable. While between psychological contract breach and continuance commitment, normative commitment it acts a full mediation variable.(5) Organizational justice's distributive justice dimension acts a moderator variable between psychological contract breach and affective commitment. While interactional justice acts a moderator variable between psychological contract breach and normative commitment. This article also has part of the hypothesis not been verified, both for the moderating effect of organizational justice, but this paper has given a possible explanation and speculation of those hypothesis.Finally, from the perspective of psychological contract and organizational commitment,this paper makes corresponding recommendations to the management of the corporation according to the conclusions of this research.