Yu Dongping, Yang Ke, Zhao Xinsi, Liu Yongsong, Wang Shanshan, D'Agostino Maria Teresa, Russo Giuseppe
International Business School, Yunnan University of Finance and Economics, Kunming, China.
Business School, Yunnan University of Finance and Economics, Kunming, China.
Front Psychol. 2022 Sep 9;13:985604. doi: 10.3389/fpsyg.2022.985604. eCollection 2022.
With the intensification of COVID-19 epidemic, it becomes prominent to discuss the issue about the influence of psychological contract breach on job performance of new generation of employees. Based on social exchange theory, fairness theory, and conservation of resource theory, this study constructed a relationship model between psychological contract breach and job performance of new generation of employees with considering the mediating effect of job burnout and the moderating effect of past breach experience. Our hypotheses were tested using data from 235 respondents working in Yunnan Province, China. The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative relationship between psychological contract breach and job performance of new generation of employees, and past experience of breach positively moderated the negative relationship between psychological contract breach and job performance of new generation of employees; third, in the grouped sample of non-state-owned enterprises, job burnout did not play a significant mediating role in the relationship between psychological contract breach and job performance of new generation of employees, and past breach experience did not play a significant moderating role in this relationship. These findings uncover the psychological mechanism underlying work performance of new generation of employees, and also provide useful theoretical reference for management practices of new generation of employees among different natures of enterprises.
随着新冠疫情的加剧，探讨心理契约违背对新生代员工工作绩效的影响这一问题变得愈发突出。基于社会交换理论、公平理论和资源守恒理论，本研究构建了一个考虑工作倦怠中介效应和过往违背经历调节效应的新生代员工心理契约违背与工作绩效之间的关系模型。我们使用来自中国云南省235名受访者的数据对假设进行了检验。结果如下：第一，无论在全样本还是两个分组样本中，心理契约违背对新生代员工的工作绩效均有显著的负向影响；第二，在总体样本和国有企业分组样本中，工作倦怠部分中介了心理契约违背与新生代员工工作绩效之间的负向关系，且过往违背经历正向调节了心理契约违背与新生代员工工作绩效之间的负向关系；第三，在非国有企业分组样本中，工作倦怠在心理契约违背与新生代员工工作绩效的关系中未发挥显著中介作用，过往违背经历在该关系中也未发挥显著调节作用。这些研究结果揭示了新生代员工工作绩效背后的心理机制，也为不同性质企业中新生代员工的管理实践提供了有益的理论参考。
