摘要
心理契约破坏是指在雇佣关系中员工对组织未能履行的责任或承诺的认知评价。本文从概念上区分了心理契约破坏与心理契约违背,然后从直接影响和间接影响(中介效应与调节效应)两方面回顾了国内外有关心理契约破坏对员工工作态度与行为影响的实证研究,并对研究方法、理论依据存在的不足进行评述,提出未来的研究应该:(1)基于中国的文化背景,开发适合中国企业的心理契约量表;(2)从组织—员工双向视角考察心理契约破坏对双方影响的的动态过程。
Psychological contract breach occurs when employees perceive that their employers fail to deliver on what they perceive was promised. The present paper distinguished the psychological contract breach and the psychological contract violation conceptually. And we reviewed the empirical researches, at home and abroad, on the effects that psychological contract breach has on employees＇ attitudes and behaviors from the aspects of direct effects and indirect effects （the mediating effects and the moderating effects）, and commended on the deficiencies of the research methods and theoretical basis. Furthermore, we gave some suggestions to the future researches which are： （1） create psychological contract scale for Chinese enterprises based on the Chinese culture background; （2） inspect the effects that the psychological contract breach has on both sides in a dynamic process from two separate perspectives-the employees＇ and the employers＇ perspectives.
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2012年第8期1296-1304,共9页
Advances in Psychological Science
关键词
心理契约
心理契约破坏
态度
行为
psychological contract
psychological contract breach
attitude
behavior
