A Study On The Factors And Mechanism Of Psychological Contract Violation Based On The Grounded Theory

Regarding to there are some insufficiency theory in the literatures of psychological contract, which can’t resolve the issues for the management practice of psychological contract theory, especially for the understanding and using of the theory of psychological contract violation, in order to explore to solve these theoretical defects and provide meaningful theoretical guidance to management practice, this study chooses the factors of psychological contract violation and its mechanism as topics, combining with related practical cases research by both theoretical research and empirical research methods.First of all, this study has reviewed the relevant literatures of psychological contract violation, and found that dependent variables, mediator variables and moderator variables of psychological contract violation are more in existing lectures, but the antecedent research of psychological contract violation is relatively less. The dependent variables lack the employee engagement, the regulating variable lack of employment types. About the research of antecedent variables of the psychological contract violation which is the cause of psychological contract violation including direct and indirect reasons or factors affecting, mainly reviewed Robinson and Morrison, Turnley and Feldman, and their psychological contract violation of psychological contract violation and dynamic development model and cognitive difference model of psychological contract violation. Analysis found that the model itself and model interpretation involves many factors, but did not involve the social environment, enterprise system factors influence on psychological contract violation, and the description of the contract both sides of behavior and cognition, is also not clear, especially ignoring the phenomenon of the impact and influence mechanism on the abnormal development of behavior norms and cognitive state leading to psychological contract violation. Turnley and Feldman’s classic difference model and the reaction model of psychological contract breach, took the differences in cognitive as psychological contract violation, come down the conclusion of the differences in cognitive in the three aspects:source of the differences in cognitive by employeesexpect, rupture of the specific factors and the cognitive differences characteristics. But the specific factor of rupture is of an unknown, without touching of the factors such as social environment, enterprise system. Focused on cognitive differences, but not classified the different cognition on the influence of psychological contract breach path out of the differences cognitive. Therefore, this research will make up for the defects of these theories to make my own research and theoretical contributions.This study chooses Shenzhen HK group as an object, from executives and middle managers and ordinary staff representatives and related personnel on behalf of the four groups of people identify a specific interview object, batches points on the interview, get more than 1000 pages interview notes. After finishing the digestion of the interview notes, make three-level coding to interview notes, forming an open coding, axial coding and selective coding list. With concluding and analyzing, extract more than 400,36 categories,23 main category, eventually abstract form the social environment, enterprise system lacks, both sides of behavior anomie, both sides of the cognitive defects, low engagement and low task performance six core category. Sort out six core categories and the relationship between psychological contract violation and six core categories,get the Grounded research theoretical model.On the basis of Grounded research theory model, combined with traditional scale and the correct scale,designed a total of 55 test project, this study puts forward the 24 hypotheses, used pre-test and formal way two rounds of testing, launched more than 700 questionnaires to seven provinces in more than 20 enterprises,recycled 465, gained 375 effective questionnaires. By some means of technological test, one by one solve the problem of data validity, reliability and correlation, verify the data reliability and good validity reliably, at the same time, using hierarchical regression analysis of 24 hypothesis testing, in front of the hierarchical regression analysis, to return to nonlinearity problem diagnosis, ruling out the nonlinearity problem of regression equation model. In addition to the hypotheses 2b,2d,3a,3d,4,5,6,7a, having not been get the support, other hypothesis are verified. Hypothesis testing results show that the influence of four factors on the psychological contract violation is established, namely the psychological contract violation was impacted by poor social environment,lack of enterprise system, both sides’behavior anomie, both sides’cognitive impairment. And among the four influencing factors, only the two factors of both sides’behavior anomie and cognitive impairment have a negative impact on employee engagement, which has both direct and indirect influence, the indirect influence is through middle variable of psychological contract violation, and poor social environment and the enterprise system lack of employee engagement have no direct and indirect impact. This suggests that psychological contract violation of intermediary role is only partly true. Employment types in the psychological contract breach on employee engagement in the influence of the regulation, formal employees is more than temporary employees, psychological contract violation is more significant impact on employee engagement, employee psychological contract violation of small fluctuations can cause changes in the employee engagement larger, and the temporary employees’ psychological contract violation volatility is only a limited impact on employee engagement, it close links with the different employment groups on organizational commitment, organizational perception differences in emotional engagement. Empirical study did not support the psychological contract violation negative effect on employees’ task performance point of view, this may require further empirical research on a large scale.On the basis of empirical research results, combining with the research object HK, Fat East and SONY management reality, this study concludes five conclusions that has a guiding significance to the practice of enterprise management:First, only by understanding the law of development and changes of psychological contract violation, the psychological contract can be correctly used as a means of management; Second, in solving the problem of enterprise psychological contract violation to companies, creating value on both sides must been taken as the center task; Third, the key method of solving the problem of enterprise psychological contract violation lies in the innovation of enterprise internal management,meaning the innovation form of the psychological contract as far as possible; Fourth, the outlet to solve the problem of enterprise psychological contract violation influence factors is to improve the quality of the employer; Fifth, ultimately solving the problem of enterprise psychologicalcontract violation must rely on the rule of law civilization. At the same time, HK group and Fat East and SONY case inspired:there are three breakthrough path of solving the determinants of the psychological contract violation:breakthrough with conventional breakthrough, the breakthrough of administrative compulsion and death breakthrough, successful companies only to do the daily management of every detail well, eliminate the negative effect of psychological contract violation influence factors, maintain the balance of the relationship between psychological contract status, to avoid death, can achieve enterprise healthy development of the psychological contract.Adopting Grounded theory research and empirical research, this study builds and tests the empirical model of the factors influencing on psychological contract violation and action mechanism, making the following innovation:Firstly, using grounded theory research methods from the management practice of the target enterprise to find material, extracting relevant concepts and categories, this study forms the four major influence factors of the enterprise psychological contract violation of the poor social environment, lack of enterprise system, both sides of behavior anomie, both sides of the cognitive defects and two influence factor of poor low engagement, low task performance, made the Grounded theory model. This is the development and beyond the theoretical model of psychological contract violation of the existing research.Secondly, with excavation on the classical theory model of psychological contract violation of Robinson, Morrison and Turley, Feldman, this study has found that they completely neglected the social environment, enterprise system and engagement research variables as well as omission of the relationship between these variables in the model structure, seeking to these overlooked missing variables, based on the contact behavior of both sides, both sides of the cognitive and task performance, such as variables, overall thinking, relying on relevant research and empirical research, complete the relevant theoretical construction. This is psychological contract violation influence factors under the research topics of the research content elements of innovation.Thirdly, after constructing the Grounded theory model, with the specific data based on the questionnaire survey in the empirical research stage, this study increases the employment type of regulation for the model variables, enriched the content of the model contains more comprehensive and more perfect, model more closely reflect the logical structure. This is an innovation of concept and methods of this study.