دانلود رایگان مقاله چگونه کارکنان چینی به نقض قرارداد روانشناختی واکنش نشان می دهند؟

ABSTRACT

Psychological contract violation (PCV) is employee negative emotions aroused by employers not delivering their promises. Past studies have used Social Exchange Theory to explain the effects of PCV on employee responses specified in the EVLN (i.e., Exit, Voice, Loyalty and Neglect) model. The present study argues that Activation Theory may also be applied to explain employee responses to PCV for Chinese employees due to the specific role of emotions in Chinese culture. Both theories receive some supports in a Chinese employee sample (n = 439). Results and implications are discussed.

7. Discussion

Recognizing the differences between the nature of evaluating whether the employers have kept their promises and the resulting negative emotions, this study contends that Chinese employee reactions to the resulting negative emotions may be different from those studied (often in Anglo-American settings) as explained and predicted by the Social Exchange Theory. We propose that the relationships between negative emotions due to employers not keeping their promises (i.e., psychological contract violation; PCV) and employee reactions (i.e., Exit, Voice, Loyalty, and Neglect; EVLN) may also be better explained by the Activation Theory in Chinese contexts. This proposal is largely supported by the present results from ethnic Chinese contexts.