This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

本文探讨了心理契约违背与新员工自愿离职之间的关系，以主管可信度作为中介变量，以负面情感作为调节变量。根据243名新员工的数据，发现心理契约违背与上司可信度的三个维度即能力、仁爱和诚信呈负相关。主管诚信进一步调节了心理契约违反与 8 个月后测量的自愿离职之间的正相关关系。心理契约违背与消极情感相互作用，因此在高水平的消极情感下，它与主管可信度的负相关程度较小。在高水平的负面情绪下，由主管诚信介导的心理契约违反与自愿离职的间接关系也较弱。我们讨论这些发现对研究和实践的影响。