心理契约违背与员工工作态度及组织公民行为的关系研究-王建.docx
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1、浙江大学 硕士学位论文 心理契约违背与员工工作态度及组织公民行为的关系研究 姓名:王建 申请学位级别:硕士 专业:应用心理学 指导教师:马剑虹 20050101 心理契约违背与员工工作态度及组织公民行为的关系研究 摘要 组织的社会交换理论把员工为企业工作和企业为员工提供必要的报酬和条 件视为一种交换的关系。在这种交换关系中,企业和员工都应该明确各自的职责、 义务和利益,这通常是在文本的层面上通过合同契约的形式确定下来的。但是文 本的合同与契约只有通过人的认知与心理才能对组织和员工双方的行为发生作 用,所以心理契约就成了当前管理心理学新的研究主题 a 本研究结合心理契约理论、工作价值观理论和韦纳
2、的归因理论,重点探讨了 心理契约违背与员工工作态度及组织公民行为之间的关系。 本研究参考 Rousseau(1998,2000)和 Robbinson集体取向价值观与心理契约违背对员工的工作态度和组织公民 行为没有交互影响作用。 (4)员工在心理契约违背时主要归因于组织的管理制度和运营状况、管理 者素质偏好以及公司所有制和行业性质等内部因素 ;归因与心理契约 违背对员工 的离职倾向有显著的交互效应,当员工把心理契约违背归因于外部因素时,员工 的离职倾向较低,归因于内部稳定性因素(管理者素质偏好)时,员工的离职倾 向较高。 关键词:心理契约,心理契约违背,归因,工作价值观,组织公民行为 The
3、Impact of Psychological Contract Breaches on Work Attitude and Organizational Citizenship Behavior Abstract Social exchange theorists have alluded to employment as the trade of effort and loyalty for tangible benefits and social rewards. Organization and employees both should understand their own re
4、sponsibilities and benefits, which are always specified by economical contract. But economical contract takes effects on behaviors of both organization and employees only by means of cognition; so psychological contract becomes the highlighting topic of management psychological research. Based upon
5、previous research on psychological contract, work values and attribution theory, this study examined the impact of psychological contract breaches on employees* work attitude and organizational citizenship behavior, Firstly, a questionnaire of employee psychological contract was developed on the bas
6、e of Rousseau and Robbinsons study and our preliminary interviews with employees working with manufactures. The questionnaire was then administered to 246 subjects sampled from companies in 7 cities. The results suggested that 1. On the organization side, the psychological contract consisted of four
7、 components transactional contract, relational contract, work characteristic contract and personal development contract, 2. Psychological contract breaches resulted in employees negative attitude and behavior. Specifically, relational contract breaches resulted in dethat psychological contract breac
8、hes had on job satisfaction, specifically, whether organization fulfilled its responsibilities well or not, employees who got higher score on individualism have higher level of job satisfaction than those who got lower score; when organizational responsibilities were fulfilled in correspondence with
9、 employees, expectationSj there was no significant difference in the levels of job satisfaction between employees who got higher score on individualism and those who got lower score. Collectivism didnt mediate the effects that psychological contract breaches had on work attitude and organizational c
10、itizenship behavior. 4. Employees often attributed psychological contract breach to the inner factors of the organizatioiij such as managerial rules and operational fact, managers diathesis and preference, enterprises ownership and trade characteristic. We also confirmed the Mediating effects of att
11、ribution on the relationship between psychological contract breaches and turnover intention* Specifically, the level of turnover intention was lower when employees attributed psychological contract breaches to outer factors than to inner and stable factors. Key Words: psychological contract, psychol
12、ogical contract breach? attribution, work values organizational citizenship behavior 引言 组织的社会交换理论认为,企业和员工之间是一种经济利益、社会价值的交 换关系,员工努力工作,忠诚于组织,组织则为员工提供薪水福利、教育培训和 成就认可等酬赏。在这种交换关系中,企业和员工都应该明确各自的职责、义务 和权利,这通常是在文本的层面上通过劳动合同的形式确定下来的。除此之外, 员工和企业还要 签订 一个心理契约。心理契约是相对于经济契约而提出来的 , 是指员工个体对雇佣关系中彼此应该为对方付出什么又应该得到什么的一
13、种主 观心理约定,通常是无形的、非正 式的。劳动合同等经济契约形式只是心理契约 的一部分。在内容上,心理契约不仅包含经济契约的所有内容,而且包含经济契 约所没有或不能明确表达的相互期望;在形式上,心理契约是经济契约的内部表 现形式,是经济契约约束劳资双方行为的心理作用机制。于是,心理契约就成了 当前管理心理学新的研究主题。 进入知识经济社会以来,世界经济全球化的步伐日益加快,全球化竞争导致 的流裎再造、战略联盟、业务外包、兼并和重组、组织扁平化等策略,使得组织 有可能不太愿意或者没有足够的能力来履行对员工的承诺 ,从而必须改变原有雇 佣协议的条款 ,使得企业裁员在全球成为一种普遍现象。经过 2
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