The Study on Generation Difference of Psychological Contract Violation for Both Sides of China and Taiwan

• Main Authors: Chao-hsing Lee, 李肇興
• Other Authors: 陳建文
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/81131209035832371071

博士 === 逢甲大學 === 商學博士學位學程 === 104 === The psychological contract theory is an important research area of organizational behavior and human resource management for European and American scholars. Many enterprises and organization refer to some conclusion of psychological contract to establish good employment relationship. This study is based on the concept of the psychological contract theory which is developed by Rousseau, the framework of Robinson & Morison in psychological contract breach and violation, and the psychological contract violation model from Turnley & Feldman. In this research, we also consider the difference between Chinese people and western people. We adopt the modification of the violation model to explore the employment relationship between the organization and employees for Chinese enterprises, to compare the difference between Taiwan employees and China employees, to investgate the generation difference in Taiwan employees and China employees, while employees faceing to psychological contract violation. In this study, we get total of 717 valid questionnaires. We analyze the sample questionnairs by PLS methodology. From the results we find that, for Taiwan employees and China employees, the psychological contract breach will lead to psychological contract violation. It shows significant positive relationship. We also have the validation support that psychological contract violation will result in increasing turnover intention, decreasing in-role performance, and decreasing organizational citizenship behavior. We have the same verification result that the psychological contract theory also applies to Taiwan employees and China employees. In the comparison on Taiwan employees and China employees, we find that, when employees face to psychological contract violation of the organization, Taiwan employees have stronger reaction than China employees in turnover intention increasing and in-role performance decreasing; Taiwna employees and China employees have difference in each sub facets of organizational citizenship behavior. In the comparison on generation difference of Taiwan employees, Y-generation employees have stronger reaction than X-generation employees in turnover intention increasing and organizational citizenship behavior decreasing; X-generation employees and Y-generation employees have no significant difference in in-role performance decreasing. In the comparison on generation difference of China employees, Y-generation employees have stronger reaction than X-generation employees in turnover intention increasing, in-role performance decreasing, and organizational citizenship behavior decreasing. In this study, there are some discussions and suggestions for the results.