| Summary: | 碩士 === 國立東華大學 === 幼兒教育學系 === 99 === The majority of past research focused on the topic of prompting organizational members to increase behavior that benefit organizations. However, not enough attention has been devoted to how to decrease psychological contract breach and organizational withdrawal behaviors of employees, both of which are equally crucial to the performance and sustainability of businesses. Lacking even more is related research on preschool education. For this reason, this study will investigate the mechanism of influence of psychological contract breach on the job behaviors of kindergarten teachers (including organizational commitment and organizational withdrawal behaviors). Intervening variables of negative emotions and organizational commitment are incorporated in the study in order to have a better understanding of such a mechanism. A survey using self-constructed questionnaire was conducted on kindergarten teachers of public and private day care centers and kindergartens in Taiwan for analysis.
The analysis results show that the level of psychological contract breach and negative emotions of kindergarten teachers at work is quite severe. The teachers’ value commitments may be high, but the intent to stay at a job is minimal. Interestingly, the research shows teachers are inclined to display behavior beneficial to organizations. Moreover, in terms of organizational withdrawal behaviors, the study finds that teachers frequently experience burnout and have thoughts of switching jobs. When analyzing causal relations, it is found that the higher the level of the psychological contract breach of kindergarten teachers is, the more severe are their negative emotions. This correlation subsequently causes a decrease in organizational commitment and organizational citizenship behaviors, and an increase in the inclinations to resign. Furthermore, Negative emotions multiplying as a result of high psychological contract breach gives rise to burnout and lack of input among teachers. This is the only influence of path that does not need the intervening variable of organizational commitment.
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