心理契约破坏不利于组织认同?

Does not Psychological Contract Breach Contribute to Organizational Identification?

在探讨心理契约破坏对员工组织认同影响中,可探讨以领导成员交换为中介变量和互动公平氛围为调节变量在此关系中的作用。通过对中小科技型制造企业的354名员工调查研究发现,心理契约破坏对员工组织认同有显著的负向影响;员工领导成员交换部分中介心理契约破坏对组织认同有负向影响;互动公平氛围调节心理契约破坏与领导成员交换有负向关系;进一步,互动公平氛围既调节心理契约破坏对组织认同的直接影响,也调节了心理契约破坏经过领导成员交换对组织认同的间接影响。

This study examines the influence of psychological contracts breach（PCB）on employees＇ organizational identification（OID）,and the mediating role of leader-member exchange（LMX）and interactional justice climate in the relationship. The results,based on a sample of 354 full-time employees of small and medium sized enterprises,indicate that PCB is negatively related to employees＇ OID. The results also indicate that employees＇ LMX partially mediates the influence of PCB on OID,and interactional justice climate moderates the negative relationship between PCB and LMX. Furthermore,interactional justice climate moderates both the direct effects of PCB on OID and the indirect effects of PCB on OID through LMX.