| In 2019,in the context of the global economic slowdown,organizations choose to actively slow down the pace of development and shrink business front to cope with its influence,which means the stable lifetime employment relationship has been gradually disintegrated.When an organization goes through a recession,layoffs and cost cutting are used by managers as way to turn a loss into a gain,however,these management behaviors may lead to the generation of intricate psychological states and behavioral tendencies of employees.Psychological contract theory is the link between human resource management and organizational goals,and a means to understand the complex relationship between employees and organizations.It is not only the theoretical basis for the trust and dependence of employees and organizations,but also the foundation for the deep construction of organizational commitment.The maintenance of the psychological contract relationship between the employee and the employer depends on the level of organizational support and commitment of the employee,as well as the employee’s turnover intention.After studying the literature of domestic and foreign scholars,it is found that the research objects of psychological contract tend to be knowledge workers,and there is a lack of attention to the research of service marketers.China’s economy is now shifting from investment-driven to consumption-driven.The research on the psychological contract violation and turnover intention of service marketers,especially in the special period of layoffs,can not only deeply analyze and evaluate the impact of layoffs on the relationship between employees and employers,but also provide reference for the practice of human resource management in the retail department store industry.Based on the theory of social exchange and psychological contract,this paper selects the survivors of layoffs as the research object,takes emotional commitment as the mediating variable,and introduces emotional susceptibility and organizational support as the regulating variables,in order to verify the psychological contract mechanism of front-line service marketers.This study adopted questionnaire survey method,distributed questionnaires to 350 survivors of layoffs,obtained 202 valid samples for research analysis,and formed the following research conclusions:1.Psychological contract violation is positively correlated with employee’s dimission intention,that is,the higher the perception of psychological contract violation is,the greater the dimission tendency is.2.Organizational commitment plays an intermediary role between psychological contract violation and turnover intention.3.Organizational support negatively moderates the relationship between psychological contract violation and organizational commitment,that is,the higher the perceived organizational support,the weaker the impact of psychological contract violation on organizational commitment.Based on the above conclusions,in order to improve the level of human resource management,this paper puts forward some Suggestions and measures on how to reduce the perception of employees’ psychological contract violation,improve the level of employees’ organizational commitment,and improve the organizational support of enterprises,hoping to provide reference for retail department stores. |
