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The Relationship between Psychological Contract Violation and Work Engagement Based on IT Staff:the Mediating Role of Organizational Commitment

Author: YuBo
Tutor: XieYuan
School: Central China Normal University
Course: Applied Psychology
Keywords: Psychological contract violation IT employees organizational commitment Work engagement
CLC: F272.92
Type: Master's thesis
Year: 2014
Downloads: 1
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Abstract


Information Technology (IT) industry is intelligence intensive and most of its employees are knowledge workers. The talents in the IT industry is one of the most important production factor. The IT enterprise productivity and competitive advantage mostly depends on the talents. Now80generations has become the main staff of most IT companies, and90generations are gradually going to work, these new generation of employees have different values with their parents, they become more independent, self, and paying more attention to work-leisure balance. Therefore how to manage these new generation of employees, develop their strengths, make them to be IT talents is an important issue faced by IT managers. Psychological contract which is an unwritten contract refers to a belief about the responsibility between staff and organization. Psychological contract breach affecting employees’work attitude and behavior. Understanding the mechanism of psychological contract violation which is helpful for maintaining good staff-organizational relation and promoting the development of enterprises can provide a theoretical support about better psychological contract construction and maintenance for the IT managers.Through a questionnaire survey, this study explore the relationship among the psychological contract violation, organizational commitment and work engagement based on.IT staff. We draw the following conclusions:(1) IT employees perceived a mid-low level psychological contract violation, there are significant differences in gender, age, marital status, education, current position and working years;(2) IT employees’organizational commitment is on the mid-high level. Affective commitment has significant differences on the current position and working years; continuance commitment significant differences on working years and normative commitment has significant differences on education, current position and working years;(3) Work engagement of the IT employees is in the mid-high level, there are significant differences in gender, marital status, education, current position and working years;(4) Psychological contract violation is a significant negative predictor to organizational commitment and work engagement;(5) Organizational commitment play part of the intermediary role between psychological contract violation and work engagement.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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