The psychological contract violation process linking work-family conflict to employee Job attitudes: The moderating role of person-organization fit

• Main Authors: Fang-Ying Chen, 陳芳瑩
• Other Authors: 廖本源
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/91250230145087027056

碩士 === 國立聯合大學 === 管理碩士學位學程 === 98 === This study used social exchange theory to develop a model of the processes linking work-family conflict to job attitudes and career satisfaction. This model was first tested on a sample of 163 employees. The regression results revealed that psychological contract violation fully mediated the influence of work-family conflict on intentions to quit, career satisfaction, trust in organization, organizational affective commitment and partially mediated work-family conflict’s influence on job satisfaction. This model was tested on another sample of 139 employee-significant other dyads and this sample were collected in two different time points. The regression results revealed that psychological contract violation fully mediated the influence of work-family conflict on job satisfaction, career satisfaction, trust in organization, organizational affective commitment and partially mediated work-family conflict’s influence on intentions to quit. Furthermore, person-organization fit moderated the relationship between work-family conflict and psychological contract violation in such a way that the relationship was stronger for individuals lower rather than higher on person-organization fit.