A Study On The Influence Of Employees' Psychological Contract Violation On Their Organizational Citizenship Behavior In Middle-Small Enterprises

Enterprises are faced with large pressure in the fierce market competition , and forced to make some adjustments on the management strategy and means, which makes the psychological contract between employee and enterprise change constantly. Psychological contract, especially psychological contract violation, is becoming the research focus of management psychology.Organizational citizenship behavior, employees'extra-role performance, is voluntarily performed and not defined directly by payment system, which can better whole organization performance. In recent tens of years, middle-small enterprises in china have developed rapidly and their status in national economy is being enhanced step by step. Motivating employees'organizational citizenship behavior has a great meaning in enterprises'further development.In this study, researcher constructs a questionnaire of psychological contract based on literature investigation and interview. We use the questionnaires to collect data from middle-small enterprises employees. Many statistical methods such as regression analysis, variance analysis, EFA, CFA are used to analyze the data in order to explain the following questions: the content and structure of the middle-small enterprise obligations of the psychological contract. The relationship between employees'psychological contract violation and their organizational citizenship behavior in middle-small enterprises . The effect of emotional response and perceived organizational support on the relationship between employees'psychological contract violation and their organizational citizenship behavior in middle-small enterprises.The results are as follows:(1) The content of enterprises obligations can be separated into three dimensions: transactional obligations, work character obligations and personal development obligations.(2) We find that employees'psychological contract violation is negatively related to their organizational citizenship behavior. The violation of work character obligation can significantly predict the three dimensions of organizational citizenship behavior.(3) Emotional response can serve as a mediator variable between employees'psychological contract violation and their organizational citizenship behavior.(4) Employees'psychological contract violation and perceived organizational support have interaction effect on their organizational citizenship behavior.(5) Employees'age, enterprise type and their position can significantly influence their organizational citizenship behavior.