心理契約破壞對員工態度和行為的影響 : 工作地位、組織公平感知和信任的作用

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心理契約破壞對員工態度和行為的影響 : 工作地位、組織公平感知和信任的作用

 

Author: 沈仲明
Shen, Zhongming
Title: 心理契約破壞對員工態度和行為的影響 : 工作地位、組織公平感知和信任的作用
Xin li qie yue bo huai dui yuan gong tai du he xing wei de ying xiang : gong zuo di wei, zu zhi gong ping gan zhi he xin ren de zuo yong
The impact of psychological contract breach on employees' attitudes and behaviors : the role of work status, organizational justice perceptions and trust
Degree: D.Mgt.
Year: 2007
Subject: Hong Kong Polytechnic University -- Dissertations.
Industrial relations -- China.
Department: Graduate School of Business
Pages: xvi, 251 leaves : ill. ; 30 cm.
Language: Chinese
InnoPac Record: http://library.polyu.edu.hk/record=b2251327
URI: http://theses.lib.polyu.edu.hk/handle/200/3792
Abstract: Based on data collected from 1028 subordinates and their supervisors from different departments in China Unicom Zhejiang Branch, I examined the relationships between employee's psychological contract breach and trust in management , organizational justice perception, organizational citizenship behaviors (OCBs), intention to leave, and job performance. Especially, I investigated the differences of the above relationships between permanent employees and temporary employees. In general, I found that in the Chinese context, employment relationship is the central concern of employees. Specifically, results of factor analyses and regression analyses suggest that transactional psychological contract is a distinct dimension from the other two dimensions of psychological contract, namely relational contract and balanced contract. Although all three dimensions of psychological contract breach are significantly related to intention to leave through the mediating variable of trust in supervisor, transactional psychological contract breach was negatively but the other two dimensions were positively related to intention to leave.. Moreover,, I found that perceived procedural justice and perceived distributive justice moderated the relationship between psychological contract breach and job performance and trust in supervisor mediated the interactive effect of justice perception and psychological contract breach on performance. Furthermore, work status also moderated the relationship between balanced psychological contract breach and trust in supervisor, and the relationship between transactional psychological contract breach and intention to leave. More specifically, the negative relation between the balanced psychological contract breach and trust in supervisor was stronger for temporary employees than for permanent employees. And the negative relation between transactional psychological contract breach and intention to leave was stronger for permanent employees than for temporary employees. In addition, the moderating effect of justice perception on the link between psychological contract breach and various outcome variables were different for permanent and temporary employees. Lastly, surprisingly, psychological contract breach was not associated with employees' OCB, and job performance.

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