The Relationship Between Psychological Contract Violation And Organizational Citizenship Behavior

Human resources have always been a key factor affecting the success of enterprises.Since the beginning of the 21 st century,new generations of employees have gradually entered the society,playing an important role in enterprises,and increasingly becoming the backbone of enterprise development.The family environment and social environment of the new generation of employees are very different from the past.This generation of employees has a strong personality,dares to challenge authority,and has a higher demand for corporate responsibility.However,the reality is that the new generation of employees is more or less faced with unfulfilled psychological contracts,such as unclear mutual responsibilities,reduced trust and respect,and difficult promotion of positions.Long-term experience of psychological contract violations will reduce the loyalty of the new generation of employees,reduce the organizational citizenship behavior,and may even cause turnover and other situations,leading to the loss of outstanding talents and ultimately affecting the entire enterprise.It is especially important to understand the relevant situation of the new generation of employees and eliminate the negative effects in a timely manner.This study conducted a study of 449 new-generation corporate employees,aimed at exploring the relationship between psychological contract violations and organizational behavior of new-generation employees,and trying to reveal the relationship between employee loyalty and collectivism in psychological contract violations and organizational behavior of new-generation employees The role played in.Using SPSS statistical software to analyze the collected data,the specific methods include independent sample t test,difference test,correlation analysis,intermediary adjustment effect test,etc.,and the following conclusions are obtained:(1)Psychological contract violation and its three sub-dimensions(standard psychological contract violation,interpersonal psychological contract violation and developmentalpsychological contract violation)are significantly negatively related to organizational citizenship behavior,psychological contract violation and its three sub-dimensions((Regulated psychological contract violation,interpersonal psychological contract violation and developmental psychological contract violation)are significantly negatively correlated with employee loyalty,and employee loyalty is significantly positively correlated with organizational citizenship behavior.(2)Employee loyalty plays an intermediary role in the relationship between psychological contract violation and its three sub-dimensions(standard psychological contract violation,interpersonal psychological contract violation and developmental psychological contract violation)and organizational citizenship behavior.(3)Collectivism plays a moderating role in the relationship between psychological contract violation and its three sub-dimensions(standard psychological contract violation,interpersonal psychological contract violation and developmental psychological contract violation)and employee loyalty.