An Empirical Research On Organizational Justice And Psychological Contract Breach

Recently , the research interest about the psychological contract of the scholar in our country is strong day by day. However, the scholar both at home and abroad mostly regard MBA or inter-trade staff as the sample of studying, and have not directed special research against private enterprise staffs of our country yet. The private enterprise of Jinjiang is a great model in china. Since 30 years of reforming and opening up to the world, it makes great progress, and has taken her own suitable characteristic development path. Therefor, this text plan to take private enterprise of Jinjiang as an example, regard the Jinjiang private enterprise's staff as research object, and adopt literature investigation and questionnaire investigation to understand the conditions of the organizational justice and the overall psychological contract of the staffs in Jinjiang private enterprise, especially to explore the effects of the organizational justice (distribution justice,procedure justice,interpersonal justice,interformation justice). According to the statistics of questionnaires of 164 employees' in these enterprises, the findings are as follow.1, Generally speaking, psychological contract of Jinjiang private enterprises' staff are generally fulfilled better. Moreover, the staff's cognition of fair organization is not remarkable. It is interpersonal justice that the staff feel fairest. The level of the staff's self-esteem is somewhat high.2, Staff's psychological contract development presents "hill" along with the job seniority increasing, namely the breach degree deepens first reduces,then reduces. The psychology contract breach of the staff whose job seniority is above 10 years is most well.3, The difference of different education staff's salary psychology contract is not remarkable. But the difference of different monthly salary income and position staff's psychology contract is remarkable.4, The various dimensions of organization justice have the similar influence on the staff psychological contract and can remarkably impact the psychological contract, especially the distribution justice. 5, Self-esteem doesn't exist moderate influence between organizational justice and psychological contract. The change of self-esteem level will not change the degree than organization justice impact on psychological contract.Finally, this text propose relevant countermeasures to Jinjiang private enterprise, expecting to be able to reduce the loss of staff, and can improve the organization efficiency.