The Impact Of Psychological Contract Violation On Employees' Work Withdrawal Behavior

With the development and progress of the society,people's living standard and quality are improving day by day,and work is no longer the only way to make a living.Therefore,the phenomenon of late arrival and early departure,unexcused absence and resignation is becoming more and more common.However,the competition between enterprises is becoming more and more intense due to the development of society.In order to survive and develop in such a competitive environment,enterprises must pay attention to these withdrawal behaviors that influence their performance.Previous studies on the influencing factors of withdrawal behavior at work mainly focus on the individual,leadership and organization levels,while the individual level mainly focuses on the factors that are difficult for enterprises to change,such as the personality traits of employees,and the focus on the emotional factors of employees which are relatively changeable is mainly focused on the emotional labor of service employees,and there are few other aspects of the study.psychological contract is a kind of implicit contract,which comes into being after the employees enter into the organization and the two sides establish the relationship.It is different from the written contract,because the written contract is incomplete,and the psychological contract contains much more content than the written contract.At the same time,the psychological contract is dynamic and constantly revised,so it is more likely to be violated.According to the Conservation of Resources theory,individuals will always make efforts to protect,maintain and construct valuable resources they believe.When these resources are at risk of loss,they will not only take actions to prevent further loss of resources,but also try to acquire new resources to supplement.Psychological contract contains the obligations and responsibilities of the enterprise,which can be regarded as valuable resources for employees.If the enterprise violates the psychological contract,it will be a loss of resources for employees.In order to avoid further loss of resources,employees will reduce their contribution to the organization and reduce the re-investment of resources.Therefore,employees may be inclined to take work withdrawal behavior in order to avoid further loss of resources.Based on this,this study mainly discusses the impact mechanism of employees' psychological contract violation on their withdrawal behavior at work,and discusses the mediating role of job satisfaction and the moderating role of coworker support in the above relationships.This study proposes the research model and hypothesis of this paper firstly on the basis of literatures reading and summarizing,and then uses the domestic and foreign maturity scales to study some enterprises in Chengdu and Chongqing as the research object,and distributes questionnaires through the network and on-site to recycle 295 effective questionnaires,then carries on the data analysis,using SPSS18.0 verify the hypothesis,conclusions,and puts forward relevant management advice.The main findings are as follows:1.Psychological contract violation has a significant positive impact on work withdrawal behavior,psychological contract violation has a significant negative impact on job satisfaction,and job satisfaction has a significant negative impact on work withdrawal behavior.2.Job satisfaction plays a partial mediation role between psychological contract violation and work withdrawal behavior.It shows that psychological contract violation can affect the work withdrawal behavior by affecting the employee's job satisfaction.3.Coworker support negatively moderates the relationship of psychological contract violation and job satisfaction.The higher the coworker support,the weaker the negative effect of psychological contract violation on job satisfaction.In addition,coworker support also negatively moderates indirect effect of psychological contract violation on work withdrawal behavior through job satisfaction.It suggests that the higher the coworker support,the weaker the indirect effect of psychological contract violation on work withdrawal behavior through job satisfaction.