心理契約違反的研究在企業組織行之有年，但鮮有針對私立技職院校進行者。本研究以台灣北部地區教育環境變革中的三家私立技職院校為抽樣對象，運用「認知-情感-行為意圖」架構為基本模型探討組織公平、心理契約違反與員工行為間之關係，及員工類型對基本模型的干擾效果。實證結果發現：基本模型中除分配公平與心理契約違反、不一致與員工負向行為未受實證支持外，其餘假設受實證支持；員工類型對基本模型產生干擾效果，亦即員工與管理者間之相似性愈高愈不會發生心理契約違反，但若管理者有心理契約之違反，其員工之負向行為將更為激烈。

It is true that a research of psychological contract violation has been discussed for many years on businesses, but little involved on private technologic collages. This paper employs north Taiwan 3 private technologic colleges of changing educational environment as a sampling target. It applied the “cognition-affect– behavior intention”structure as a basic model to validate the relationships among organizational justice,psychological contract violation, and employee behavior, and also test the moderating effect of employee categories to the basic model. The empirical results confirm that the relationships between distributive justice and psychological contract violation,incongruence and employee negative behavior are not supported, the other hypotheses are supported. They also substantiate the moderating effects of employee categories.
Namely, the similarity between an employee and a manager is more, the possibility of psychological contract violation is less, and the employee negative behavior will be fiercer while managers have the situations of psychological contract violation.