How do Chinese employees react to psychological contract violation? |
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| Institution: | 1. Department of Business Administration, Enterprise & Social Development Research Centre, Hong Kong Shue Yan University, North Point, Hong Kong;2. Department of Management, The Chinese University of Hong Kong, Shatin, N.T., Hong Kong;3. School of Business, Renmin University of China, Beijing, China;1. Université de Lorraine and Ecricome Universa, Nancy, France;2. Research Department, Central Bank of Albania, Sheshi “Skënderbej”, nr. 1, Tiranë, Albania;3. ICN Business School, 13 Rue Michel Ney, 54000 Nancy, France;1. Assistant Professor, Poznań University of Economics and Business, al. Niepodleg?o?ci 10, 61-875 Poznań, Poland;2. Associate Professor, International Business & Strategy Group, D’Amore-McKim School of Business, Northeastern University, 360 Huntington Avenue, 315C Hayden Hall, Boston, MA 02115, United States;1. Kansas State University, College of Business Administration, Department of Management, 3091 Business Building, 1301 Lovers Lane, Manhattan, KS 66506, United States;2. University of Memphis, Fogelman College of Business and Economics, Department of Management, 220 Fogelman Executive Center, Memphis, TN 38152, United States;3. University of Arkansas, Sam M. Walton College of Business, Department of Management, 402 Business Building, Fayetteville, AR 72701, United States;1. Centre for International Business, Leeds University Business School, University of Leeds, Leeds, LS2 9JT, United Kingdom;2. Auckland University of Technology, Auckland, New Zealand;3. University of Exeter Business School, Exeter, EX4 4PU, United Kingdom;4. Director, James E. Lynch India and South Asia Business Centre, Leeds University Business School, University of Leeds, Leeds, LS2 9JT, United Kingdom |
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| 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. |
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| Keywords: | China Foxconn Psychological contract EVLN model Emotions |
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