心理契约破坏感对员工工作态度和行为的影响

The Impact of Psychological Contract Breach on the Work-Related Attitude and Behavior of Employees

通过对398名企业员工的问卷调查,探讨了组织支持感(POS)和领导—部属交换(LMX)在心理契约破坏感对员工工作态度和行为影响中的中介作用。结果表明(1)POS在心理契约破坏感与员工工作态度(组织认同和留职意愿)的关系中起中介作用,但POS只能部分中介心理契约破坏感与留职意愿的关系。(2)LMX在心理契约破坏感与员工组织公民行为(利他行为、个人主动性、人际和谐和保护公司资源)间起完全中介作用。(3)LMX对员工的工作态度(留职意愿和组织认同)不具有直接的影响作用,它主要是通过POS的中介对其产生间接的影响。

Introduction The psychological contract has been viewed as an explanatory framework for understanding the employment relationship, and is regarded by some researchers as central to the understanding of employee attitudes and behaviors. Despite the importance ascribed to this concept, it remains theoretically underdeveloped and has received limited empirical attention. Method Using a sample of 398 employees from 32 firms, the present study examined whether perceived organizational support （POS） and leader-member exchange （LMX） mediate the relationship between psychological contract breach and its outcomes by applying the structural equation modeling analysis. Results Results indicated that perceived organizational support and leader-member exchange mediate the relationship between psychological contract breach and its outcomes＇. （1） POS was found to fully mediate the relationship between psychological contract breach and organizational identification; POS only partially mediates the relationship between psychological contract breach and intention to remain. （2） LMX was found to mediate the relationship between psychological contract breach and orgazational citizenship behavior. （3） POS fully mediates the relationship between LMX and work-related attitudes, including intention to remain and organizational identification. Conclusions POS and LMX mediate the relationship between psychological contract breach and employees＇ work-related outcomes. Results highlight the importance of POS and LMX in enhancing the understanding of the links between psychological contract breach and its work-related outcome.