【作者】 张士菊；

【导师】 廖建桥；

【作者基本信息】 华中科技大学 ， 企业管理， 2008， 博士

【摘要】 心理契约是员工对雇佣关系的主观感知,包含了员工为组织付出(员工责任)和从组织获得相应回报(组织责任)两个方面。心理契约的内容及其状态(契约破裂)受员工价值观念的影响,同时也对员工的态度和行为产生重要影响。在管理实践中发现中国的国有企业和民营企业员工对雇佣关系有不同的认知,从而导致不同的工作态度和行为,心理契约的研究有助于解释二者之间的差异。本研究通过探讨中国国有企业和民营企业员工的心理契约的差异,来解决一直困扰理论研究者和管理者的“国企观念”问题。本文通过两个方面的研究来解决这一问题:首先,国有企业和民营企业员工心理契约内容方面的差异,即二者在员工责任和组织责任认知方面的差异以及其价值观念(职业取向和互惠规范)对心理契约的不同影响模式。第二,国有企业和民营企业员工心理契约状况(契约破裂)方面的差异,即二者在心理契约破裂程度方面的差异以及管理理念(市场竞争理念和雇员价值理念)对心理契约破裂的不同影响和心理契约破裂对员工态度和行为的不同影响模式。在理论分析的基础上提出了一系列的研究假设,并通过实证研究进行验证,得出了如下的研究结论:(1)国有企业和民营企业员工的心理契约由发展责任、交易责任和关系责任三维度构成。通过文献研究和理论推演,提出了中国文化背景下的心理契约三维模型结构。利用自下而上的访谈并结合国内外心理契约研究量表,通过专家访谈法确定了初始量表,通过探索性分析对项目进行筛选确定正式研究量表。在正式研究的探索性因子分析中,得到心理契约的三维结构。验证性因子分析表明,三维结构模型的各项拟合指数优于二维结构和四维结构。(2)国有企业和民营企业员工的组织责任存在显著差异,国有企业员工的组织发展责任、交易责任和关系责任均显著高于民营企业;二者的员工责任不存在显著差异,但从具体维度来看,国有企业员工的员工发展责任和关系责任显著高于民营企业员工。(3)职业取向和互惠规范对国有企业和民营企业员工的心理契约有不同的影响模式。职业取向对国有企业员工的组织发展责任、交易责任和关系责任有显著的正向影响。而民营企业员工的职业取向对员工发展责任、交易责任和关系责任有显著的负影响,对组织交易责任、关系责任和发展责任均有显著的负向影响。互惠规范理念仅对国有企业员工的员工关系责任有显著的负向影响;民营企业员工的互惠规范理念对员工发展责任、交易责任和关系责任有显著的负影响。(4)国有企业和民营企业员工心理契约破裂程度及影响因素均存在显著差异。国有企业员工心理契约破裂程度显著高于民营企业。雇员的管理理念对心理契约破裂有不同的影响。市场竞争理念对心理契约破裂有显著的负向影响,在国有企业中,市场竞争理念对心理契约破裂的负向影响更强;雇员价值理念对心理契约破裂有显著的正向影响,对民营企业员工心理契约破裂的正向影响更强。(5)在国有企业和民营企业中心理契约破裂对员工态度和行为有不同的影响。心理契约破裂对工作满意度有显著的负向影响,对民营企业员工的工作满意度的负向影响更强。心理契约破裂对组织犬儒主义有显著的正向影响,对国有企业员工的组织犬儒主义的正向影响更强。心理契约破裂对组织承诺有显著的负向影响,对民营企业员工的组织承诺的负向影响更强。心理契约破裂对离职倾向有显著的正向影响,对民营企业员工的离职倾向的正向影响更强。最后,对研究结论进行了总结和理论分析,并针对本研究的不足提出了后续研究的建议。更多还原

【Abstract】 Psychological contract is employees’perceptions about employment relationship, which consists what employees contribute to organizations (employee obligation) and what organizations reward for employees (organization obligation). In Chinese management practices, great differences were found in empolyees’perceptions about employment relationship between state-owned and private enterprises, which have different effects on employees’work attiudes and behaviors.This thesis tried to resolve the‘state-owned ideologies’which puzzled managers and researches through the research of the differences of employees’psychological contract between state-owned and private enterprises. To resolve this problem, we put focus on two questions.The first one is the differences of psychological contract contents between state-owned and private enterprises employees, namely, their different perceptions about employee obligations and organization obligations and different effects of employee’s values (careerist vs norm of reciproacity) on psychological contract. The second one, the differences of psychological contract breach between state-owned and private enterprises. Whether there are differences in the level of contract breach in the two kinds of enterprises, and how managerial ideologies affect psychological contract breach and breach affects empolyees’attitudes and behaviors. Based on theoretical analysis, research hypothesis are put forward and validated through impirical studies. The main conclusions are as follows.Firstly, psychological contract is a tri-dimension configuration model consisting of developmental, transactional and relational contract. After having document reviews and theoretical analysis, this thesis presents a tri-dimension conceptual model, takes a deep inquiry from bottom to top, combines psychological contract scales of other scholars and adopts expert evaluations, gets a preliminary scale, and then analysis and filters items through explored factor analysis and gets a formal scale. The principal components and structural equation analysis confirm that the fit index of tri-dimension configuration is better than that of two-dimension or four-dimension configuration.Secondly, There’s significant difference in organization’s obligations between state-owned and rivate enterprises. Specifically, all the three dimensions of organization’s obligation are higher in state-owned enterprises than in private enterprises. There’s no difference in employee’s obligations, but employee’s developmental obligation and relational obligation are higher in state-owned enterprises. Thirdly, careerism and norm of reciprocity have different effects on psychological contracts. Carrerism only has positive effects on organization’s developmental, transactional and relational contract in state-owned enterprises. But in private enterprises, carrerism has negative effects on developmental, transactional and relational contract of organization and employee obligations. Norm of reciprocity only has negative effects on employee’s relational obligation in state-owned enterprises, but has negative effects on employee’s developmental, transactional and relational contract of private enterprises.Fourthly, there are significant differences in psychological contract breach and its influence factors between state-owned enterprises and private enterprises. The level of employee’s psychological contract breach is higher in state-owned enterprises. Employee managerial ideology has different effects on psychological contract breach. The ideology of market competition has significant negative influence on psychological contract breach, which is stronger in state-owned enterprises. While the ideology of employee worth has significant positive influence on psychological contract breach, which is stronger in private enterprises.Finally, psychological contract breach has different effects on employee’s attitudes and behaviors. It has negative effects on job satisfaction, which is stronger in private enterprises. It has positive effects on organizational cynicism, which is stronger in state-owned enterprises. It has negative effects on career commitment, which is stronger in state-owned enterprises. It has negative effects on organizational commitment, which is stronger in private enterprises. It has positive effects on turnover intention, which is stronger in private enterprises.This thesis has a summarization and theoretical analysis on the research conclusions. And it also gives advices for future research.更多还原