Abstract

The purpose of this study was to investigate the effects of violating the psychological contract between individual and organization. Four factors were observed from 42 items of individual and organizational obligations selected from previous research. Psychological and material obligations were independently structurized as a factor in each individual and organizational obligations. The violation of organization's psychological obligations in the relational contract group only explained significantly the variance of dependent variables of the affective organizational commitment, trust in organization, and job satisfaction. But in the transactional contract group, the variance of those dependent variables were significantly explained by the violation of organization's material obligations. When individual only violated her/his obligations her/his responses of those dependent variables were significantly higher than when violated reciprocally with organization. The significance and problems of this research were discussed.