心理契约破裂、组织承诺与员工绩效

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科研管理 ›› 2011, Vol. 32 ›› Issue (12) : 134-142.

论文

心理契约破裂、组织承诺与员工绩效

张生太¹, 杨蕊²

作者信息 +

The relationship among psychological contract breach,organizational commitment, and employee's performance

Zhang Shengtai¹, Yang Rui²

Author information +

文章历史 +

摘要

本文采用了对252位产生心理契约破裂员工的调查数据,运用结构方程模型对心理契约破裂、组织承诺和员工绩效之间的关系进行分析。结果表明,心理契约破裂三个维度对员工绩效均具有显著的负向影响,但是,三个维度的影响程度存在差异;心理契约破裂对员工绩效影响是通过组织承诺这一中介变量表现出来的。组织承诺在人际维度破裂、发展维度破裂与员工绩效关系中起部分中介作用,在规范维度破裂与员工绩效关系中起完全中介作用。

Abstract

Based on the on-site interviews and questionnaires of 252 psychological contract breach members, by using the method of SEM, the empirical study indicates that three dimensions of psychological contract breach have a significant negative impact on the staff performance. However, there are impact degree differences caused by the three dimensions. The impact of psychological contract breach on staff performance is through the organizational commitment that functions as an intermediate variable. Organizational commitment serves as a partial intermediate variable in the relationship among interpersonal dimension breach, developmental dimension breach, and staff performance while it serves a total intermediate variable in the relationship between normative dimension breach and staff performance.

导出引用

张生太, 杨蕊. 心理契约破裂、组织承诺与员工绩效[J]. 科研管理. 2011, 32(12): 134-142

Zhang Shengtai, Yang Rui. The relationship among psychological contract breach,organizational commitment, and employee's performance[J]. Science Research Management. 2011, 32(12): 134-142

中图分类号： F272.92

参考文献

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基金

国家自然科学基金项目"组织的隐性知识传播模型研究"(70871072)(2009,1-2011,12);国家软科学计划项目"资源型企业人力资本管理研究"(2008GXQ6D148)(208,10-2011,10);国家软科学计划项目"国际人才资源开发与管理政策研究"(2011GXS5K089)(2011,10-2012,10)。