PSYCHOLOGICAL CONTRACT VIOLATION, ORGANIZATIONAL COMMITMENT AND EMPLOYEE COUNTERPRODUCTIVE BEHAVIOR AMONG CHINESE AND THAI ENTERPRISES: IN CROSS-CULTURAL CONTEXT

Abstract

With the increasingly fierce global competition and the continuous development of modern information technology, enterprises are confronted with tremendous challenges, along with the accompanying tense labor relations, which also makes the competition between employees more and more fierce, thus the negative behaviors of employees in the workplace are constantly emerging. Employees Counterproductive Work Behavior (ECB) has progressively attracted a topic of shared interest among academia and businesses, is pervasive among various types of organizations, is highly implicit and disruptive, makes it difficult for organizations to guard against, and poses a serious threat to the organization.

This study based on psychological contract violation (PCV), organizational commitment (OC), and employees counterproductive work behavior (ECB) related theory, build "PCV-OC-ECB" research model, through theoretical and empirical analysis to explore the relationship between PCV, OC and ECB, as well as the mediating role of OC.

In this study, 426 Chinese employees form Chinese enterprise and 247 Thai employees from Thailand enterprise were selected as samples, among which the Chinese samples were from 8 enterprises in central, western and southern China, and the Thai samples were from 4 enterprises in Thailand-China Rayong Industrial Park. Using literature research method, questionnaire survey method, SPSS 21.0 and AMOS21.0 as data analysis tools, the reliability and validity of the data were analyzed, and the path analysis and group analysis were conducted by constructing SEM to verify the research hypothesis proposed in this paper.

The innovation points of this study are as follows: 1) OC is introduced as the intermediary variable in the relationship between PCV and ECB for the first time, and a research model of "PCV-OC-ECB" is constructed to explore the intermediary role of OC. 2) Breaking the limitation of single-dimension research on PCV and ECB, the research on three dimensions of PCV and two dimensions of ECB was carried out. 3) Expanded the theoretical research on the relationship between PCV and ECB of Turnley and others. 4) The cross-group research on ECB in Thailand and China enterprises is carried out for the first time, which enriches the research methods and contents.

The conclusions of this study are: 1) PCV has a significant positive impact on ECB; 2) PCV has a significant negative impact on OC; 3) OC has a significant negative impact on ECB; 4) OC plays a mediating role in the relationship between PCV and ECB. 5) There are significant differences in the relationship among the dimensions of PCV, OC and ECB among Chinese-Thai employees.

Based on the research conclusions, this paper derives management implications as: 1) Organizations can improve the relationship between the organization and employees by strengthening their organizational management practices; 2) Increase employee commitment to the organization and reduce the probability of employee counterproductive work behavior; 3) Respect employees from different cultural backgrounds and enhance cultural integration; 4) Implement differentiated human resources management.

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