고성과 인적자원관리 시스템과 심리적 계약위반 및 이탈행동의 관계에 관한 연구

This study empirically verified the relationship between the level of perception of the high-performance human resource management system and the psychological contract violation and exit behavior on employees of the work-learning parallel training center. As a result of the analysis, it was found that the higher the level of perception of an organization' s human resource management practices(job design, education and training, performance management, compensation management), the lower the psychological contract violation and exit behavior. In addition, perceived psychological contract breach increased turnover intention through feelings of psychological contract violation, and breach and violation of psychological contract were found to have a double mediating effect in the relationship between a high-performance human resource management system and exit behavior. The results of this study verified the operating mechanism of a high-performance human resource management system through psychological contract violation, and empirically demonstrated the need for efforts to minimize employees' psychological contract violation. If the results of this study are applied to public vocational education and training including work-learning parallel, it is expected that measures to improve business performance can be developed from a new perspective of organizational management of training institutions.