The effects of psychological contract violation on employees' commitment to organizational change

This research examines the relationship between the perceived psychological contract violation and employee’s commitment to organizational change in business merger situation. Through the research, it shows that perceived psychological contract violation will significantly reduce the employees’ affective commitment to organizational change; increase continuance commitment to organizational change, but will not significantly affect the normative commitment to organizational change. Also, the employee’s personality (conscientiousness) does not significantly moderate the relationship between perceived psychological contract violation and the employee’s affective, continuance, and normative commitment to organizational change.