Research On The Relationship Between Psychological Contract Violation And Employee Performance

With the development of economy and society,the diversity and comprehensiveness of employee appeals have become increasingly prominent.The trend of employees and organizations is becoming more and more clear.The psychological contract violations perceived by employees are becoming more common and widespread.Based on this reality,employees' psychological contract problems in recent years have received much attention from the academic community.Previous studies have pointed out that psychological contract violations will lead to negative behaviors and attitudes of individuals,and ultimately lead to a decline in performance,but some scholars believe that the negative impact of psychological contract violations on employee performance is not significant,and it is clear that this issue is unsure.Consistent conclusions require further study.The Chinese have always regarded "silence is gold" as a standard.However,in the face of the unpredictable market environment,employee silence is likely to make the organization miss key information,affecting organizational decisions and causing fatal impact on the organization.When faced with a psychological contract violation,employees still want to express their opinions or choose to remain silent.Studies have shown that silence can dampen individual enthusiasm and involvement(He Xuan 2009),resulting in negative consequences such as job burnout and job exhaustion,which will ultimately have a negative impact on job performance.Therefore,employee silence is likely to play a mediating role in the mechanism of psychological contract violations on employee performance.The Chinese people's silence is deeply influenced by traditional culture.The social exchange theory,which is also the source of psychological contract concept,also points out that interpersonal interaction will be influenced by multiple factors such as personality,values and cultural background of the interactive parties(Flynn 2005).When a contract violates the relationship with employees,it should consider the role of the individual's cultural value.Traditionality,as one of the representatives of Chinese traditional cultural values,profoundly affects the Chinese people's thinking mode and way of doing things.Whether to choose silence when faced with a psychological contract violation,further research is needed.Based on social exchange theory and equity theory,this study combined with relevant literature analysis,constructed a relationship model between psychological contract violation,employee silence,employee performance and traditionality,and put forward relevant hypotheses.In Hebei,Hunan,Shenzhen,Liaoning,Inner Mongolia and other places of 9 companies 375 employees as the research object,using SPSS23.0 Amos23.0 and analyses the data,the results show that(1)normative,developmental,interpersonal psychological contract violation have significant negative effects on staff task performance and associated performance,the development dimension has the strongest effect on employee task and associated performance,and the second is the normative dimension,finally the interpersonal dimension.(2)psychological contract violation and its dimensions significantly predict employee silence.Among them,interpersonal dimension has the strongest effect on employee silence,followed by normative dimension and finally development dimension.(3)employee silence significantly negatively predicted task and associated performance of employees,and its effect on associated performance is stronger than task performance.(4)employee silence between psychological contract violation and employee performance play a partial mediation effect,and further studies have found that employee silence between the normative,developmental psychological contract violation and employees tasks associated performance play a partial mediation effect,between interpersonal psychological contract violation and task associated performance play a fully mediating effect.(5)traditionality plays a negative adjustment between psychological contract violation and employee silence.According to the research from different dimensions,it is found that traditionality negatively regulates the relationship of normative,interpersonal psychological contract violation and employee silence,but traditionality has no moderating effect on the relationship of development psychological contract violation and employee silence.Based on the above conclusions,some countermeasures and suggestions are put forward from the perspective of organizations and managers.Although the conclusions obtained in this study can provide some Suggestions for the improvement of management,there are still many deficiencies.Future studies can use the method of tracking or longitudinal dynamic research to investigate the whole development process of the impact of psychological contract violation on employee performance.In the aspect of employee performance evaluation,matching research can be considered to improve the objectivity and accuracy of the research.This paper discusses the relationship among psychological contract violation,employee silence and performance from the perspective of emotion rather than rationality.