The Impact Of Psychological Contract Breaches On Affective Organizational Commitment And Turnover Intention

The study on employer psychology contract has been a pop subject for quite a long time in the international academia.. Compared with economic contract, the content of psychological contract is implicit and subjective. Psychological contract violation could occurr beyond employer's cognizance.Many existing studies indicate psychological contract is correlated with some important variables of organizational behaviors. As a result, it is of the great significance to study psychological contract violation and its impact on affective organizational commitment and turnover intention.Psychological contract of different societies with different cultures and economic levels have distinctive features. With the reform of Chinese economy,Zhejiang enterprises become larger and more competitive.However,compared with foreign-funded enterprises, the management levels of Zhejiang enterprises,expecially private enterprises, need upgrading.Our study focuses on employee's psychological contract of Zhejiang enterprises,discussing psychological contract, psychological contract violation and it's effect.Firstly, a questionnaire of employee psychological contract was developed on the base of Rousseau and Tinsley's study and our revision. The questionnaire was then administered to 233 subjects sampled from 37 companies in 7 cities.The results suggested that, employees with less working experence or low education have low level of psychological contract and more psychological contract violation. Employees of stateowned enterprise perceive higher level of psychological contract. Employees of foreign-funded enterprises encounter less psychological contract violation.Orgnization's contract breaches resulted in higher levels of employee's contract breaches and turnover intention,while they bring on decreased levels of affective organizational commitment.The effects of relational contract breaches are stronger. Employee's contract breaches reduce the effects of Orgnization's contract breaches.According to our conclusion,we suggest that we should firstly guide the forming process of young employees's psychological contract.Secondly, Apply different methods to different psychological contract.Finally, Create honest corporate culture,make a long-term relation of employment.