摘要：The aim of this study is to determine the individual differences that are effective in the formation of psychological contract breach perception and to examine whether perceived supervisor support has a mediating role in the effect of these differences. Psychological contract refers to each part’s evaluation regarding what will be presented to and received from the other in the employee- organization relationship. Psychological contract breach reflects employee’s assessment that the employer did not bear its responsibilities. It was investigated whether individual differences such as positive affectivity,equity sensitivity and reciprocation wariness has an impact on psychological contract breach and it was addressed whether perceived supervisor support has a mediating role in the impact of these variables. A field study based on random sampling was conducted on a firm having 1500 employees operating in service industry and data were gathered through question forms from 285 employees. After demonstrating the dimensional structures of variables through confirmatory factor analysis,path analysis was conducted through structural equation modelling. It was found that equity sensitivity,reciprocation wariness and positive affectivity didn’t affect psychological contract breach. But perceived supervisor support was found to have a mediation role in the relationship between positive affectivity and psychological contract breach.
其他摘要：Bu çalışmanın amacı,psikolojik sözleşme ihlali algısının oluşmasında etkili olan bireysel farklılıkları belirlemek ve çalışanın doğrudan bağlı olduğu üstünden gördüğü desteğin,bu farklılıkların etkisinde aracılık rolü oynayıp oynamadığını incelemektir. Ps
