摘要
通过对271个样本的分析,对心理契约失衡、归因、员工EVLN行为的关系进行实证研究。结果显示,职业发展责任感知与员工退出行为之间呈现出显著负相关;规范性责任感知、团队建设责任感知与忽略行为之间存在负向关系;规范性责任感知、职业发展责任感知与呼吁行为之间存在显著负向影响关系;职业发展责任感知、团队建设责任感知与忠诚行为之间存在高度正向关系。员工归因对心理契约失衡与退出行为、忽略行为、忠诚行为具有调节作用,但是对心理契约失衡与呼吁行为则不具有调节作用。
Through an analysis of 271 samples, the paper makes an empirical study of the relation of psychological contract imbalance, attribution and staff＇s EVLN behavior. The result shows that the cognition on career development responsibility has a significant negative relation with employees＇ exit behaviors; the cognitions on regulatory responsibility and team building responsibility have a negative relation with neglect behaviors; the cognitions on regulatory responsibility and career development responsibility have a significant negative effect with call behaviors; the cognitions on career development responsibility and team building responsibility have high positive relations with employees＇ loyalty behaviors. Employees＇ attribution have a moderating effect on their psychological contract imbalance and exit behavior, neglect behavior and loyalty behavior, with no moderating effect on their psychological contract imbalance and call behaviors.
出处
《常熟理工学院学报》
2010年第7期23-28,共6页
Journal of Changshu Institute of Technology
基金
国家自然科学基金重点项目"转型经济下我国企业人力资源管理若干问题研究"(70732002)
关键词
心理契约失衡
EVLN行为
调节效应
psychological contract imbalance
EVLN behavior
moderating effect
