The Relationship Of Psychological Contract Breach, Psychological Capital And Organizational Citizenship Behavior Of New Generation Of Migrant Workers

Psychological contract is a special contract model that connect employee and organizationas a psychological bond. Acts as a critical factor, psychological contract is the necessarycondition that keep harmonious relationship in organization. In order to enhance the adaptabilityto the environment which is more competitive and transformative，organization not only needs toinspire employee’s in-role behavior but also needs to consider how to inspire their extra-rolebehaviors. As a kind of extra-role behavior, organizational citizenship behavior affects theemployee’s job performance directly there by affects the realization of organizationalperformance. Organization must think about how to establish benignant employment relationship.Psychological contract provides the unique visual angle to understand the employmentrelationship and the mutual responsibilities between employees and organizations. But with themore violent competitiveness and more complicated environment, the relationship betweenorganization and employee is not as stable as before, the phenomenon of employee’spsychological contract breach happens occasionally which lead to the decrease of employees’extra-role behavior. This research attempt to discuss the psychological contract breach’s influence onemployee’s organizational citizenship behaviors from the view of psychological contract. Basedon the above, discusses the role which psychological capital acts in the mechanism of action ofpsychological contract breach to organizational citizenship behaviors. We select248newgeneration of migrant workers to conduct the questionnaire survey and use correlation analysisand hierarchical regression analysis to make statistics and analysis of the data.The research results as follows:1.Psychological contract breach correlates negatively with organizational citizenshipbehavior;2. Psychological contract breach correlates negatively with psychological capital;3. Psychological capital correlates positively with organizational citizenship behavior;4.In the relationship among psychological contract breach, psychological capital andorganizational citizenship behavior, psychological capital acts as a mediation role.This research findings will enrich the study of the mechanism of action of psychologicalcontract breach to organizational citizenship behavior and provides theoretical support fororganization management strategies from multiple pathways such as improve employees’psychological contract, develop psychological capital and increase OCB tendency.