Saman Hazrati
Nowadays, there are some phenomena in the organizations for study which are usually unwritten but impressive on the important motivational and performing variables. Commitment of employees and organizations about fulfilling their promises, which is shaped in the form of psychological contract, is one of the categories should be monitored and measured continuously. This study is trying to survey the mediating role of psychological contract violation and trust in the relationship between psychological contract breach and affective commitment. In this research 155 employees of Bank Melli Iran in Hamedan were our population, but because of some conditional items, 100 of them were selected as the sample. The method of doing the research is correlation-descriptive using SEM (Structural Equation Modeling) and Amos software is used for data analysis. There are 5 hypotheses in this study which all of them would be approved and confirmed. The result will show that there is a meaningful relation between psychological contract breach and trust and also psychological contract violation. It means that if the concept of employees about his/her contract would be different with their real contract, it affects their feeling of trust to their organization and may cause in psychological contract violation. Also we find that there is a meaningful relation between trust and psychological contract violation and also affective commitment. It means that increase or decrease in organizational trust can influence psychological contract violation and affective commitment. Moreover, the relationship between psychological contract violation and affective commitment would be approved.
この記事をシェアする
English 
Spanish 
Chinese 
Russian 
German 
French 
Portuguese 
Hindi 