Violating the psychological contract: Not the exception but the norm
对128名管理专业毕业生进行两次调查，发现超过半数（54.8%）报告雇主违反了心理契约，且违约与离职率正相关，与信任、满意度和留任意愿负相关。
Abstract The occurrence and impact of psychological contract violations were studied among graduate management alumni ( N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.