심리적 계약위반이 조직구성원 태도에 미치는 영향에 관한 연구 : A Study on the Effect of Psychological Contract Violation on Employee''s Attitude
- 발행기관 서강대학교 대학원
- 지도교수 이인석
- 발행년도 2008
- 학위수여년월 2008. 2
- 학위명 석사
- 학과 및 전공 경영
- 식별자(기타) 000000107771
- 본문언어 한국어
목차
Psychological contract is an individual''s belief regarding the terms and condition of a reciprocal exchange agreement between that focal employee and employer. However, the employee who thinks that he didn''t get what he deserves to get from the employer can experience psychological contract violation. It is the concept including strong emotional reaction such as anger and resentment. Such experience can drop attachment to the organization and also have negative influence on employee''s attitude. Therefore, it is necessary for a organization to understand the factors affecting psychological contract violation to reduce psychological contract violation for minimizing negative effects on the organization. As reaction variables to a psychological contract violation, exit, voice and loyalty were considered to give a general understanding on employees'' attitudes.
The main objectives of this study are as follows:
First, to investigate the impact of perceived psychological contract violation on employees'' attitudes exit, voice and loyalty.
Second, to investigate the moderating effects that caeerism have on the relationships between psychological contract violations and employees'' attitudes.
For the practical analysis, 354 questionnaires were distributed for about 4 weeks at 8 companies and 310 were returned. However, 14 questionnaires out of those returned were considered to be statistically valueless for the analysis since some were missed out or some were strongly centralized. As a consequence, 296 questionnaires were used in analysis. The collected data were analyzed with SPSS 12.0 for Windows. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis.
The interpretation of the results based of the practical analysis are as follows:
The results suggest that relation of psychological contract violations and the three reaction variables has influences in exit, voice. And the caeerism moderates the relationships between psychological contract violations and employees'' voice, but not the relationships between psychological contract violations and exit, loyalty.
목차
Psychological contract is an individual''s belief regarding the terms and condition of a reciprocal exchange agreement between that focal employee and employer. However, the employee who thinks that he didn''t get what he deserves to get from the employer can experience psychological contract violation. It is the concept including strong emotional reaction such as anger and resentment. Such experience can drop attachment to the organization and also have negative influence on employee''s attitude. Therefore, it is necessary for a organization to understand the factors affecting psychological contract violation to reduce psychological contract violation for minimizing negative effects on the organization. As reaction variables to a psychological contract violation, exit, voice and loyalty were considered to give a general understanding on employees'' attitudes.
The main objectives of this study are as follows:
First, to investigate the impact of perceived psychological contract violation on employees'' attitudes exit, voice and loyalty.
Second, to investigate the moderating effects that caeerism have on the relationships between psychological contract violations and employees'' attitudes.
For the practical analysis, 354 questionnaires were distributed for about 4 weeks at 8 companies and 310 were returned. However, 14 questionnaires out of those returned were considered to be statistically valueless for the analysis since some were missed out or some were strongly centralized. As a consequence, 296 questionnaires were used in analysis. The collected data were analyzed with SPSS 12.0 for Windows. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis.
The interpretation of the results based of the practical analysis are as follows:
The results suggest that relation of psychological contract violations and the three reaction variables has influences in exit, voice. And the caeerism moderates the relationships between psychological contract violations and employees'' voice, but not the relationships between psychological contract violations and exit, loyalty.
