Five-item Global Scale to Measure Perceptions of Contract Breach 五项目全球量表来衡量对契约违约的看法（Robin和Morrison，2000）

简介

心理契约是员工和组织关系的重要基础，包括双方相互义务的信念（Rousseau, 1989; Schein,1965）。尽管如此，员工常常认为自己的组织未能充分履行契约。组织未能履行契约会减少员工对组织的信任度、工作满意度、在组织中继续工作的意图、义务感、角色内和角色外行为（Robinson，1996; Robinson et al，1994; Robinson和Morrison，1995）。

信度与效度

感知契约违约（Perceived contract breach）量表，是一个全球通用的测量感知的契约违背的量表，可以评估员工对与组织的心理契约达成情况的看法，a=0.92。

量表

1.Almost all the promises made by my employer during recruitment have been kept so far (reversed).
2.I feel that my employer has come through in fulfilling the promises made to me when I was hired (reversed).
3.So far my employer has done an excellent job of fulfilling its promises to me (reversed).
4.I have not received everything promised to me in exchange for my contributions.
5.My employer has broken many of its promises to me even though I’ve upheld my side of the deal.

计分方法

该量表包括五个项目，使用李克特五级计分法，从1-5表示从“强烈不同意”到“强烈同意”。

量表出处

Robin, S., & Morrison, E. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525–546.

参考文献

Rousseau D.M., (1989). Psychological and implied contracts in organization. Employee Responsibilities and Rights Journal, 2, 121–139. Schein E.H., (1965). Organizational Psychology. Prentice Hall: Englewood Cliffs, NJ.

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