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Destructive impact on employee attitudes and behavior of the psychological contract with personal traits as moderating variables

Author: LiTaNa
Tutor: WangXiaoZhuang
School: Tianjin Normal University
Course: Applied Psychology
Keywords: Psychological Contract Breach Locus of Control Self-efficacy OrganizationalIdentification Work Engagement Organizational Citizenship Behavior
CLC: F272.92
Type: Master's thesis
Year: 2013
Downloads: 5
Quote: 0
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Psychological contract breach has been the focus of attention of Management. In the employment relationship, individuals and organizations look forward to each other, it is not clearly written in a formal contract, and it’s a subjective perception of the implicit. When employees know that the organization did not achieve their expectations, psychological contract breach is produced. Early research on psychological contract breach are concerned about the result, few studies have focused psychological contract breach’s moderating effect. The study showed that the differences of employees are a very important moderating variable. In this study, locus of control and self-efficacy introduced psychological contract breach, explore the personal characteristics variables affect the employees’ attitude and behavior.The main purpose of this study is to understand the degree of employee’s psychological contract breach, its attitude and performing at the level of behavior, to explore the psychological contract breach impacting employee attitudes and behavior, explore the personal qualities moderating effect.The study investigated283employees at random, with the implements of Robinson and Morrison’s Psychological Contract Breach Scale, Kanuago’s Work Engagement Scale, Farh, Earley and Lin’s Chinese People Organizational Citizenship Behavior Scale, organizational identification questionnaire Mad and Ashforth’s Organizational Identification Questionnaire Scale, Gareth’s Self-efficacy Scale, Spector’s locus of control scale, data processing using correlation analysis, regression analysis. The results showed that:(1) Psychological contract breach has significantly negative relation to organizational identification, work engagement and organizational citizenship behavior.(2) The moderating affect of locus of control on the relation between Psychological contract Breach and employee’s attitudes, behavior was examined.(3) The moderating effect of Self-efficacy on the relation between psychological contract breach and employee’s attitudes, behavior was examined.The study gets the following conclusions:(1) The level of the psychological contract breach is higher, employees’ organizational identification, work engagement is lower, organizational citizenship behavior to show the less.(2) To the employee of outside the control of the personality, the level of the psychological contract breach is higher, employees’ organizational identification, work engagement is lower, organizational citizenship behavior to show the less.(3) To the employee of self-efficacy with low levels, the level of the psychological contract breach is higher, employees’ organizational identification, work engagement is lower, organizational citizenship behavior to show the less.According to previous theoretical study and discussion of the results of this study, focusing on how to prevent the generation of employees’ psychological contract breach, to improve organizational performance, we give some management strategies from improving the management system and humane management.

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