The Effects Of Psychological Contract Violation On EVLN Behavior Of Post-90s Employees:Intermediary Role Based On Organizational Commitment

With the increasing number of the Post-90 s entering into the job market,they have gradually grown from newcomers to the main force in the workplace,playing an important role in the development of enterprises.At present,the newly hired Post-90 s can be treated as a “special group”-they are full of ambitions and confidence,but expect too much of the job and the society.In addition,the lack of working experience will make their Psychological Contract in the continuous formation and development of dynamic balance when they just enter into the organization,resulting in the continuous adjustment of their perceptions of mutual responsibilities and obligations.Therefore good staff management requires companies to pay more attention to the influence of Psychological Contract Violation(PVC)on these Post-90 s employees' behavior and attitude.Companies trying to avoid a brain drain for sustainable development need to prevent the PVC happening or to take remedial measures in time after PVC happening to the new Post-90 s employees.In this paper,we will explore the PVC's effect on the Post-90 s employees' attitude behavior,and talk about the intermediation of Organizational Commitment(OC),between the Post-90 s and companies based on EVLN behavior model(including Exit,Voice,Loyalty and Neglect).In this paper,we have investigated more than Post-90 s to collect the data of the PVC,OC and EVLN by sending them questionnaires(including the scale of PVC,OC and EVLN).We are using SPSS17.0 to do the analysis involving descriptive statistics,variance,factors,correlation,and regression,hoping to achieve the following objectives: First,to learn the Post-90s' overall situation of staff's overall situation of PVC,OC and EVLN;Second,to study the relationships among PVC,OC and EVLN;Third,to get enterprises realize the reasons that cause EVLN,and to reduce the turnover rate of Post-90 s employees through psychological contractual tools and improvement of OC.The main conclusion is as follows: The Post-90 s employees' PVC takes a significant negative effect on OC,a significant positive effect on negative behaviors(including exit behavior and neglect behavior),a significant negative effect on positive behaviors(including loyalty behavior and advice behavior).Besides,OC wholly mediates the impact of the Post-90s' PVC on their exit behavior and loyalty behavior.The innovations are as follows: The sample we choose for the research are the Post-90 s employees with special growing backgrounds and we start the research from studying duty psychology formed by the impact of the Post-90s' personality psychology,then explore their behavior and attitude affected by PVC,generalize above reactions based on EVLN behavioral model(the mediator OC was added into the model).And then combine the Post-90 s new employees' PVC,OC and EVLN behavior to establish their connections,making this research a cross-study of Human Resource Management,Psychology and Management.This paper not only theoretically enriches PVC,OC and EVLN model,but also practically broadens the thinking of retaining the Post-90s' talents for enterprises.Moreover,the study has directive significance to improve the overall human resource management for the Post-90s in our country.