摘要
进入知识经济时代之后,传统的监管型心理契约受到挑战,雇佣双方就各自责任的再谈判不断发生。本研究基于心理契约理论,结合工作特征模型、战略过程理论和绩效评估的相关研究,探讨员工的任务重要性、战略贡献对心理契约中组织责任形成过程的影响,以及绩效可评估性对以上关系的调节作用。基于192个有效样本的回归分析结果表明:对于中、基层员工,任务越重要,越能获得关系型、交易型和团队型组织责任承诺;更多战略贡献只能为员工换来更多的交易型组织责任承诺;绩效可评估性正向调节了任务重要性与关系、团队型组织责任的关系,也正向调节了战略贡献与交易型组织责任之间的关系。
In the era of knowledge economy, the custodial psychological contract mode has changed, leading to a re-negotiation and modifying process between employers and employees on their responsibility. Based on the Psychological Contract Theory, Job Characteristic Model （JCM）, Strategic progress theory and Performance evaluation, this paper tries to investigate the impact of two factors, Task Significance and Strategic Contribution, on organization responsibility, as well as the moderating effect of performance measurability on these relations. Empirical result indicates that for a low layer employee, the more significant his/her job is, the better relational, transactional and team-related organization responsibility he/she will earn. Performance measurability, in terms of its difficulty, enhances the positive impacts of task significance on both relational and team-relateA organization responsibility, and it also has a positive moderating effect on the relation between strategic contribution and transactional organization responsibility. This study provided evidence for the role of task significance and strategic contribution in bringing better psychological contracts for employees. Furthermore, the present study highlighted that the moderation effects of performance measurability.
出处
《中国人力资源开发》
北大核心
2015年第1期41-50,共10页
Human Resources Development of China
关键词
组织责任
心理契约
任务重要性
战略贡献
绩效可评估性
Organization Responsibility
Psychological Contract
Task Significance
Strategic Contribution
Performance Measurability
