Deery Stephen J, Iverson Roderick D, Walsh Janet T
Department of Management, King's College London, University of London, London, England.
J Appl Psychol. 2006 Jan;91(1):166-75. doi: 10.1037/0021-9010.91.1.166.
Experiences of psychological contract breach have been associated with a range of negative behavior. However, much of the research has focused on master of business administration alumni and managers and made use of self-reported outcomes. Studying a sample of customer service employees, the research found that psychological contract breach was related to lower organizational trust, which, in turn was associated with perceptions of less cooperative employment relations and higher levels of absenteeism. Furthermore, perceptions of external market pressures moderated the effect of psychological contract breach on absenteeism. The study indicated that psychological contract breach can arise when employees perceive discrepancies between an organization's espoused behavioral standards and its actual behavioral standards, and this can affect discretionary absence.
心理契约违背的经历与一系列负面行为有关。然而，大部分研究都集中在工商管理专业校友和经理身上，并采用了自我报告的结果。通过对客户服务员工样本的研究，发现心理契约违背与较低的组织信任有关，而组织信任又与对合作性较低的雇佣关系的认知以及较高的旷工率相关。此外，对外部市场压力的认知调节了心理契约违背对旷工的影响。该研究表明，当员工察觉到组织所宣称的行为标准与其实际行为标准之间存在差异时，就会出现心理契约违背，这可能会影响随意缺勤。
