Does the Employee’s Work Attitude and Work Behavior Have the Same Stability? —A Empirical Study Based on Psychological Contract Breach

Biaobin Yan,Xiaoling Huang,Xueying Chen

doi:10.4236/jss.2018.610014

Abstract

This study explored the mediating influence of organization commitment and organization support on the relation between psychological contract breach and work-related attitudes and behaviors of employees in 326 employees with questionnaires. The results show that: 1) Besides influencing job satisfaction directly, psychological contract breach doesn’t affect organizational identification and work behavior directly. 2) Organizational commitment and organization support not only all can partly play an intermediary role in psychological contract breach and job satisfaction, but also mediated fully the effect of psychological contract breach to organization identification. 3) By support commitment, psychological contract breach can affect the behavior of employees, such as personal initiative, interpersonal harmony, protection on company resources, altruistic behavior, in which organizational support plays a mediating role in psychological contract breach and organizational commitment. Conclusion: When employees perceive psychological contract breach, their work attitudes and behaviors will be different, and the mechanisms of the effects will also be different.

Highlights

Modern society is a contract society, and the contract spirit exists in all aspects
2) Organizational commitment and organization support all can partly play an intermediary role in psychological contract breach and job satisfaction, and mediated fully the effect of psychological contract breach to organization identification
Previous studies on psychological contract breach mainly focused on: 1) what the outcome variables are that will be affected by psychological contract breach; 2) the discussion on whether there exist some variables—regulating or mediating variables that play a role in the relationship between the psychological contract breach and its outcome variables? If the answer is yes, what are these variables and how do they work?

Summary

Introduction

Modern society is a contract society, and the contract spirit exists in all aspects. in recent years, psychological contract and psychological contract breach have received extensive attention from scholars at home and abroad. Psychological contract breach refers to the employee’s subjective perception of an organization’s failure to perform one or more responsibilities in return for the employee’s contribution in the psychological contract. A large number of studies have found that psychological contract is a psychological bond and the internal force to maintain and develop the relationship between organizations and employees. It has a significant impact on employees’ work-related attitudes and behaviors, which has become the consensus of researchers (Zhang Shumin, 2011) [2]. Previous studies on psychological contract breach mainly focused on: 1) what the outcome variables are that will be affected by psychological contract breach; 2) the discussion on whether there exist some variables—regulating or mediating variables that play a role in the relationship between the psychological contract breach and its outcome variables? If the answer is yes, what are these variables and how do they work?

Methods

Results

Discussion

Conclusion