Study On The Relationship Between Psychological Contract Violation Of New Generation Employees And Organizational Citizenship Behavior

The new generation of employees have quite high educational level.Besides they are active in thinking and innovation.Therefore,they have become an important force in the development of enterprises.However,due to the superior growth environment of the new generation of employees,they are too self-centered but they have lower loyalty in work compared with the other generation of employees.What's more,they are particularly sensitive in psychological contract violation.In the field of management,the research on the relationship between employees' psychological contract and work behavior has always been concerned.Organizational citizenship behavior,as a kind of non prescribed behavior,has attracted more and more attention of scholars and managers.At the same time,as a relationship-oriented country,China emphasizes relationship.A good relationship between superiors and subordinates can stimulate the enthusiasm of employees,also it makes the employees consciously implement more organizational citizenship behavior.This paper takes the new generation employees as the research object,and takes the psychological contract violation as the antecedent variable of organizational citizenship behavior,meanwhile introduces supervisor-subordinate guanxi as the adjusting variable to explore the specific influence mechanism between psychological contract violation and organizational citizenship behavior.This paper has done a lot of literature review and research on the new generation of employees,psychological contract violation,organizational citizenship behavior,and supervisor-subordinate guanxi.Based on the literature research,this paper puts forward two hypotheses to verify these hypotheses through empirical analysis.In terms of questionnaire survey,this paper collected 445 valid questionnaires through a questionnaire survey of the new generation employees of more than 10 enterprises in the urban area of Chengdu.Finally,through the statistical analysis of the questionnaire data,this paper draws the following conclusions:(1)psychological contract violation has a negative predictive effect on the organizational citizenship behavior of the new generation of employees,and each dimension of psychological contract violation has a significant negative impact on organizational citizenship behavior.(2)SSG can partly regulate psychological contract violation and organizational citizenship behavior,among the three dimensions of SSG,leader obedience and personal life intervention can significantly regulate them,while emotional attachment has no effect on them.Besides,based on the research results,this paper puts forward some management suggestions hoping to effectively improve the organizational citizenship behavior of employees,so as to produce more positive production benefits.At last,this paper classifies the shortcomings of this paper,and points out which aspects should be improved in the future research.