Study On The Relationship Between Psychological Contract Violation Of Knowledge Workers And Organizational Retaliation Behavior

In the age of knowledge economy,global competition has caused the internal competition of enterprises to intensify,so does the competition among employees.Thus the psychological contract violation becomes increasingly prominent and has aroused widely concern.Psychological contract violation is very silent but destructive,and was defined as a negative behavior by experts and scholars.Knowledge workers who have important resources and key technologies are the core competence of an enterprise.They bring much more harms than ordinary workers once the organizational retaliation behaviors occur.And now less research has been done on the organizational retaliation behavior.Based on the proper study,the paper probed into the relationship between psychological contract violation and organizational retaliation behavior and firstly introduced the concept of employee’s maturity as a moderator variable into the study model.Therefore,the article has enriched the original theory,and provided some practical advice on how to construct harmonious employment relationship,improve employee satisfaction and corporate effectiveness.The results are as follows:(1)The knowledge workers’ psychological contract violation can be divided into three dimensions: trading responsibility violation,development responsibility violation and relationship responsibility violation.The organizational retaliation behavior can be divided into two dimensions: the retaliation for colleagues and the retaliation for organization.The employee’s maturity can be divided into two dimensions: job maturity and psychology maturity.(2)The knowledge workers’ psychological contract violation can positively predict their organizational retaliation behaviors.Trading responsibility violation has no significant impact both on the retaliation for colleagues and the retaliation for organization.Development responsibility violation has a significant impact on the retaliation for organization.Relationship responsibility violation has a significant impact both on the retaliation for colleagues and the retaliation for organization.(3)Employee’s maturity has a moderating impact on the relationship between the knowledge-based workers psychological contract violation and organizational retaliation behavior.And we found that job maturity’ moderating role is significant in the retaliation for colleagues when the relationship responsibility violated.Based on the results,the paper advances the proposals of how to manage the knowledge workers’ psychological contract violation and how to prevent the organizational retaliation behavior.And finally,this paper summarizes the shortcomings in the present study and discusses the future research direction.