An Empirical Research On Employee’s Psychological Contract Violation And Industrial Conflicts In China,Exploring The Moderating Role Of Industrial Relations Climate

On the basis of social exchange theory,equity theory,and organization theory and the carefully review of oceans related literature at home and abroad,this paper examined not only the relationship between psychological contract violation and conflicts but also the moderating role of the industrial relations climate so as to find out the mechanism of labor conflicts,which has never been studied as a result of the lack of labor conflicts scale.So,some theory and practical implications for the industrial conflicts management are to be found in this paperThis paper develops through questionnaire survey of 118 enterprises in Nanjing and empirical analysis of the 676 valid questionnaires by using SPSS 16.0.As it turns out,(1)The psychological contract violation has significant positive correlation with the dimensions of industrial conflicts;(2)Industrial relations climate significantly affects the industrial conflicts,with the harmonious one having negative impact,while the hostile one positive.(3)Hostile industrial relations climate would strengthen the positive correlation between the psychological contract violation and industrial conflicts,while the moderating role of the harmonious one is not significant,which is explained with the halo effect.However,future research are needed to examine more other regulating factors,especially the weaken ones,of psychological contract violation and industrial conflicts so that we can provide better management of psychological contract of employees and industrial conflicts,as well as the harmonious industrial relations in China.