查看“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）”的源代码

== 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).
<br>2.I feel that my employer has come through in fulfilling the promises made to me when I was hired (reversed).
<br>3.So far my employer has done an excellent job of fulfilling its promises to me (reversed).
<br>4.I have not received everything promised to me in exchange for my contributions.
<br>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.

== 友情提醒 ==
为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

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