조직원의 심리적 계약위반이 개인-조직 적합성을 매개로 역할 내 행동에 미치는 영향: 취업 전 상호작용의 조절효과를 중심으로

In general, people build pre-entry expectation before they get in to the organization, and decide the level of motivation and commitment according to the expectation. Later, people develop this expectation to psychological contract with the organization, and it could be the source of negative organizational behaviors when it is violated. This study emphasized on pre-hire interaction, which job applicants attempted to get some realistic information of the organization from current members, to prevent psychological contract breach. The main purpose of the study was to identify the structural relationships among pre-hire interaction, psychological contract breach, person-organizational fit and in-role behavior. The study found that pre-hire interaction was negatively associated with psychological contract breach, but positively did with person-organization fit. Whereas, there was a negatively statistically significant relationship between psychological contract breach and person-organization fit, but no relationship with in-role behavior directly. These results could imply that the personal effort to understand the organization could prevent psychological contract breaches, and help people to be accustomed to it better, and eventually lead to proper job behaviors. This study contributed to understand the psychological mechanism of organizational members among variables.