摘要
员工心理契约是指,在组织与员工的相互关系中,员工所感知到的彼此为对方承担的责任。它包括两个方面的内容:“组织责任”和“员工责任”。本文采用验证性因素分析,通过对796名被试进行的调查研究表明,对于中国员工的心理契约来说,三维结构的解释相比二维结构和单维结构更为合理,即在“组织责任”与“员工责任”中均包括三个维度:规范型责任、人际型责任和发展型责任。采用回归分析检验相互责任的内部影响,研究结果并没有发现“组织责任”对“员工责任”的平行影响关系,它们之间表现为一种交互作用的关系(既有平行又有交叉的影响)。
Employee's psychological contract refers to the mutual obligation perceived by employees among the reciprocal relationships of employees and organization. It includes two facets: organization's obligations to employees and employee's obligations to organization. Based on the data collected from 796 employees, this paper explores the structure of the psychological contract and analyzes the inner relations using confirmatory factor analysis. It is more appropriate to describe the psychological contract of Chinese employees with a three-dimension model, which suggests that the two facets of “employee's obligation” and “organization's obligation” both include three dimensions: normal obligation, interpersonal obligation, and developmental obligation. Regression analysis shows that, in the inner relations of psychological contract, the influence of “organization's obligation” to “employee's obligation” is not a parallel corresponding relation, but a reciprocal interaction relation.
出处
《社会学研究》
CSSCI
北大核心
2006年第5期151-168,共18页
Sociological Studies
