企业员工心理契约对工作满意度的影响研究
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摘要
伴随着市场经济的快速发展,通信行业在经历过2008年的规范化及规模性调整之后,近年将迎来更多的机遇与挑战。通信行业企业员工面临行业发展和变化的同时,也对员工心理契约和工作满意度的认知发生了相应的变化。因此,对通信行业企业员工的心理契约和工作满意度的认知研究及两者间的关系研究具有实践意义和理论意义。
本论文采用实证的问卷调查研究方法,通过对西安地区通信行业企业员工心理契约和工作满意度的认知调查,研究员工心理契约对工作满意度的影响程度。以此研究的结论证实企业中员工工作态度和行为产生的根本原因,进而对症下药进行员工心理契约管理,提高员工的工作满意度,使其为组织创造更多的价值。通过对员工心理契约的全程管理,避免员工心理契约的违背,改进员工的工作态度和行为,从而为企业的人力资源管理提供可靠的实施方法。
本论文共计发出调查问卷120份,回收问卷98份,回收率为82%,有效问卷回收82份。采用SPSS15.0统计分析软件对回收的有效数据进行了统计分析。通过信度和效度检验、描述性统计分析、因子分析、相关分析和回归分析对研究假设进行了检验,得出如下结论：企业员工心理契约与工作满意度呈现正相关,即员工心理契约的提高导致员工工作满意度的提高；组织现实责任契约对工作满意度的影响程度比发展责任契约对工作满意度的影响显著,员工发展责任契约对工作满意度的影响程度比员工现实责任契约对工作满意度的影响显著；个人统计变量(性别、年龄、学历、工龄和工作部门)对两者的显著性影响程度各异。并由此可推断出,员工心理契约的违背直接导致员工工作满意度的下降,因此,要重视员工心理契约管理,避免心理契约违背的发生。
本论文的研究重点是在实证分析结论的基础上,提出企业员工心理契约全程管理,进而提出基于员工心理契约提高工作满意度的具体管理措施,为企业人力资源管理者提供现实可行的管理建议。
With the rapid development of market economy, telecommunication industry will meet more opportunities and challenges recently after experiencing standardization and scale adjustment in 2008. In telecommunication industry, with the development of the industry, Changes on the psychological contract and employee job satisfaction in the cognitive corresponding changes have been taken place. Therefore, for the employees in the telecommunication industry, the research in psychological contract and job satisfaction and the relationship between them has practical and theoretical significance.
This thesis studies the relationship between the psychological contract in employees in telecommunication industry in Xi'an and job satisfaction using empirical research methods, get dates from the questionnaires of psychological contract in employees and job satisfaction.The conclusions of this study confirm that the causes of the enterprise employee's attitudes and behavior, then find the right medicines to Staffs Psychological Contract management, increase employee's job satisfaction, so that employees can create more value for the organization. This thesis's methodological guidelines can avoid a breach of psychological contract by Staffs Psychological Contract Lifecycle Management, to improve the staffs work attitudes and behaviors and to provide a reliable means of implementation for corporate human resource managers.
In this paper, a total of 120 questionnaires were sent,98 questionnaires were recovered and the recovery rate is 82%,82 questionnaires were valid. This paper analyzes the data from returned questionnaires using statistical analysis software SPSS 15.0. Through the reliability and validity testing, descriptive statistical analysis, factor analysis, correlation analysis and regression analysis of the research hypothesis,the conclusions were reached: employee psychological contract and job satisfaction showed a significant positive correlation, that is the psychological contract of staff increase in led to job satisfaction increasing; the influence on corporate psychological contract in reality degree to job satisfaction is more significantly than the influence on development degree to job satisfaction, the influence on employee psychological contract in development degree to job satisfaction is more significantly than the influence on reality degree to job satisfaction; personal statistical variables (gender, age, education, seniority and job levels) on the impacts of the two have differences; employee psychological contract breach led directly to the decline in job satisfaction, then we should pay attention to employee psychological contract management so as to avoid the psychological contract breach.
The research of this paper is based on the empirical analysis and the conclusion is to form the entire model of employee psychological contract for managers, and then to improve employee job satisfaction through the psychological contract management. This paper provides a realistic management recommendation for human resource managers in the enterprise.
本论文采用实证的问卷调查研究方法,通过对西安地区通信行业企业员工心理契约和工作满意度的认知调查,研究员工心理契约对工作满意度的影响程度。以此研究的结论证实企业中员工工作态度和行为产生的根本原因,进而对症下药进行员工心理契约管理,提高员工的工作满意度,使其为组织创造更多的价值。通过对员工心理契约的全程管理,避免员工心理契约的违背,改进员工的工作态度和行为,从而为企业的人力资源管理提供可靠的实施方法。
本论文共计发出调查问卷120份,回收问卷98份,回收率为82%,有效问卷回收82份。采用SPSS15.0统计分析软件对回收的有效数据进行了统计分析。通过信度和效度检验、描述性统计分析、因子分析、相关分析和回归分析对研究假设进行了检验,得出如下结论：企业员工心理契约与工作满意度呈现正相关,即员工心理契约的提高导致员工工作满意度的提高；组织现实责任契约对工作满意度的影响程度比发展责任契约对工作满意度的影响显著,员工发展责任契约对工作满意度的影响程度比员工现实责任契约对工作满意度的影响显著；个人统计变量(性别、年龄、学历、工龄和工作部门)对两者的显著性影响程度各异。并由此可推断出,员工心理契约的违背直接导致员工工作满意度的下降,因此,要重视员工心理契约管理,避免心理契约违背的发生。
本论文的研究重点是在实证分析结论的基础上,提出企业员工心理契约全程管理,进而提出基于员工心理契约提高工作满意度的具体管理措施,为企业人力资源管理者提供现实可行的管理建议。
With the rapid development of market economy, telecommunication industry will meet more opportunities and challenges recently after experiencing standardization and scale adjustment in 2008. In telecommunication industry, with the development of the industry, Changes on the psychological contract and employee job satisfaction in the cognitive corresponding changes have been taken place. Therefore, for the employees in the telecommunication industry, the research in psychological contract and job satisfaction and the relationship between them has practical and theoretical significance.
This thesis studies the relationship between the psychological contract in employees in telecommunication industry in Xi'an and job satisfaction using empirical research methods, get dates from the questionnaires of psychological contract in employees and job satisfaction.The conclusions of this study confirm that the causes of the enterprise employee's attitudes and behavior, then find the right medicines to Staffs Psychological Contract management, increase employee's job satisfaction, so that employees can create more value for the organization. This thesis's methodological guidelines can avoid a breach of psychological contract by Staffs Psychological Contract Lifecycle Management, to improve the staffs work attitudes and behaviors and to provide a reliable means of implementation for corporate human resource managers.
In this paper, a total of 120 questionnaires were sent,98 questionnaires were recovered and the recovery rate is 82%,82 questionnaires were valid. This paper analyzes the data from returned questionnaires using statistical analysis software SPSS 15.0. Through the reliability and validity testing, descriptive statistical analysis, factor analysis, correlation analysis and regression analysis of the research hypothesis,the conclusions were reached: employee psychological contract and job satisfaction showed a significant positive correlation, that is the psychological contract of staff increase in led to job satisfaction increasing; the influence on corporate psychological contract in reality degree to job satisfaction is more significantly than the influence on development degree to job satisfaction, the influence on employee psychological contract in development degree to job satisfaction is more significantly than the influence on reality degree to job satisfaction; personal statistical variables (gender, age, education, seniority and job levels) on the impacts of the two have differences; employee psychological contract breach led directly to the decline in job satisfaction, then we should pay attention to employee psychological contract management so as to avoid the psychological contract breach.
The research of this paper is based on the empirical analysis and the conclusion is to form the entire model of employee psychological contract for managers, and then to improve employee job satisfaction through the psychological contract management. This paper provides a realistic management recommendation for human resource managers in the enterprise.
引文
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[2]曹洪军,张红霞.从心理契约角度提高员工满意度[J].经济论坛,2005,2
[3]曹阜生.心理契约在企业管理中的应用[J].商业时代·学术评论,2006,19
[4]陈加洲,凌文辁,方俐洛.企业员工心理契约的结构维度[J].心理学报,2003,35(3)：404-410
[5]陈加洲,凌文辁,方俐洛.组织中的心理契约[J].管理科学学报,2001,4(2)：74～78
[6]陈加州,凌文辁,方俐洛.企业员工心理契约的结构维度[J].科学学与科学技术管理,2004,(3)：94-95
[7]邓铸,朱晓红.心理统计学与SPSS应用[M].华东师范大学出版社,2008
[8]范丹.心理契约理论研究、 应用及测评方法述评[J].科技管理研究,2009,9
[9]龚会.心理契约及其与工作满意度的关系初探[J].社会心理科学,2006,21(84)
[10]关培兰.组织行为学[M].北京：中国人民大学出版社,2002
[11]郭颖梅,蒋永宁.心理契约在人力资源管理中的运用[J].科技进步与对策,2004,8
[12]何霞.心理契约违背国内外研究综述[J].商业时代,2009,22
[13]黄桂.员工满意度的提升：制约与误区[J].管理世界,2007,10
[14]黄海艳,李振跃.心理契约在企业员工雇佣中的作用[J].生产力研究,2007,23
[15]加里·德斯勒著.人力资源管理[M].北京：中国人民大学出版社(第九版),2005
[16]李玉欣.心理契约对知识型员工工作满意度的影响研究[D].吉林大学,2009
[17]李原,郭德俊.组织中的心理契约[J].心理科学进展,2002,1
[18]李原.员工心理契约的结构及相关因素研究[D].首都师范大学,2002
[19]李成文.企业员工满意度测评方法及实证研究[J].四川大学学报(哲学社会科学版),2005,(5)：34-37
[20]李文静.员工职业生涯的心理契约的动态管理[J].经济与管理,2004,18(10)：59-61
[21]刘凤瑜,张金成.员工工作满意度调查问卷的有效性及民营企业员工工作满意度影响因素研究[J].南开管理评论,2004,7(3)
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[23]穆欣,郑晓英,王东梅,张春宇,祝海波.护理人员心理契约与工作满意度的相关性研究[J].中华护理杂志,2009,6
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[26]屈稚丹.基于心理契约的员工工作满意度的研究[D].中南大学,2006
[27]斯蒂芬.P.罗宾斯著.组织行为学[M].北京：中国人民大学出版社(第七版),1998
[28]苏贵斌.心理契约与体育教师工作满意度[J].黑龙江高教研究,2009,6
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