摘要：管理好员工与组织的社会交换关系，即员工－组织关系，对企业来说至关重要。目前对员工-组织关系的研究多从员工或企业单向视角进行，双向视角的研究较少。本文在回顾员工和组织两视角的相关研究的基础上，提出和验证了双向视角的员工-组织关系I-P/C模型，发现：（1）发展性投入对员工贡献的影响更强更宽泛；（2）主管和员工对组织投入的认知差异对组织与员工间社会交换关系有一定的调节作用；（3）平衡互惠的员工－组织关系更能同时让员工和组织获益。

Abstract: It is crucial for the company to manage the exchange relationship with its employees, that is, Employee-Organization Relationship (EOR). Present researches on EOR have been conducted either from employee’s perspective or from employer’s perspective, only a few of them tried to study it from dual perspectives. Based on the literature review on related researches, the I-P/C model of EOR from dual perspectives is developed and tested empirically. The findings are as follows: (1) comparing with economic inducements developmental inducements has a stronger and wider effect on employee’s contributions; (2) perceptual incongruence of inducements between employees and their supervisors do have a moderating effect on the exchange between organizational inducements and employee’s contributions; (3) reciprocal EOR can benefit more to both employee and employer.