基于感知价值的员工心理契约模型研究
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摘要
心理契约是指“员工和组织之间并未通过某种显性的形式直接而明确地进行意思表达，但却通过各种心理暗示的方式，使双方相互感知并认可的有关相互责任和义务的一系列信念，进而形成的一套隐性权利义务关系的协议”。心理契约是影响员工的态度和行为的决定因素，心理契约失衡是导致员工离职的深层次原因，因此心理契约是人力资源管理领域的重要研究课题之一。
论文在对国内外心理契约调查研究的基础上，针对目前心理契约研究中存在的问题，主要研究了感知价值与心理契约的关系、心理契约的动态发展过程、外界环境因素对于心理契约的影响等几个方面的问题。研究的主要内容包括：
一是感知价值与心理契约的关系研究。论文通过调查问卷的方式获取数据，采用结构方程分析感知价值与心理契约的关系，指出员工的感知价值是心理契约形成的基础之一，为心理契约的形成与平衡提供理论依据。
其次是心理契约的动态变化过程研究。论文引入经济学中的博弈论方法，通过构建一个员工和组织行为选择的不完全信息动态博弈模型，探讨员工和组织之间的心理契约动态发展过程及其行为选择，在此基础上，提出基于心理契约动态过程的员工激励策略。
第三是外界环境因素对心理契约的影响研究。论文将外界环境因素视为扰动，探讨外界环境因素如何影响员工的心理期望和组织的给付，进而影响到员工与组织之间心理契约的平衡。从空间的角度来讨论在考虑外界环境因素的影响时，员工和组织之间的心理契约的动态平衡过程。即在组织吸引力和外部吸引力同时作用的情况下，员工和组织之间心理契约的变化过程，以及如何通过调整组织给付和干预员工的心理期望，在组织与员工之间重新建立起动态平衡的心理契约。
Psychological contract consist of believes about the obligation and incumbencybetween the employee and his organization which are not delivered in evidence buthas been implied. Because psychological contract is a determinant factor whichaffecting the attitude and obligation of the employee and its unbalancing is adeep-seated reason which making for the employees’ demission, therefore,psychological contract is one of the important research topic in the field of humanresource management.
Based on the investigation of the point to the problems in research, this dissertationresearch the relation between the apperceive value and the psychological contract, thedynamic development process of the psychological contract, and the effection of theenvironment factors. The major contents including the following:
The first, this dissertation researches the relation between the perceptive value andpsychological contract. Through the investigating questionnaire, this dissertationobtains the data and analyzes the relation between the apperceive value and thepsychological contract, this dissertation points out that the employee’s perceptivevalue is one of the foundations of the psychological contract.
The second is the research of the dynamic development process of the psychologicalcontract. This dissertation designs an inadequacy information game model betweenthe employee and the organization, then discusses the dynamic development processof the psychological contract and the action of the employee and the organization,and brings forward that how to inspire the employee.
The third, this dissertation researches the influence of circumstance. This dissertationlooks the circumstance as disturbing factor, and discusses the affections of thecircumstance factors act on the employee’s expectation and the organization’s offer.This dissertation discusses that when the circumstance factor is taken into account,how the psychological contract can achieve balance, and can the organization rebuilda balanceable psychological contract through adjusting the organization payment andinterfering the employee’s expectation.
论文在对国内外心理契约调查研究的基础上，针对目前心理契约研究中存在的问题，主要研究了感知价值与心理契约的关系、心理契约的动态发展过程、外界环境因素对于心理契约的影响等几个方面的问题。研究的主要内容包括：
一是感知价值与心理契约的关系研究。论文通过调查问卷的方式获取数据，采用结构方程分析感知价值与心理契约的关系，指出员工的感知价值是心理契约形成的基础之一，为心理契约的形成与平衡提供理论依据。
其次是心理契约的动态变化过程研究。论文引入经济学中的博弈论方法，通过构建一个员工和组织行为选择的不完全信息动态博弈模型，探讨员工和组织之间的心理契约动态发展过程及其行为选择，在此基础上，提出基于心理契约动态过程的员工激励策略。
第三是外界环境因素对心理契约的影响研究。论文将外界环境因素视为扰动，探讨外界环境因素如何影响员工的心理期望和组织的给付，进而影响到员工与组织之间心理契约的平衡。从空间的角度来讨论在考虑外界环境因素的影响时，员工和组织之间的心理契约的动态平衡过程。即在组织吸引力和外部吸引力同时作用的情况下，员工和组织之间心理契约的变化过程，以及如何通过调整组织给付和干预员工的心理期望，在组织与员工之间重新建立起动态平衡的心理契约。
Psychological contract consist of believes about the obligation and incumbencybetween the employee and his organization which are not delivered in evidence buthas been implied. Because psychological contract is a determinant factor whichaffecting the attitude and obligation of the employee and its unbalancing is adeep-seated reason which making for the employees’ demission, therefore,psychological contract is one of the important research topic in the field of humanresource management.
Based on the investigation of the point to the problems in research, this dissertationresearch the relation between the apperceive value and the psychological contract, thedynamic development process of the psychological contract, and the effection of theenvironment factors. The major contents including the following:
The first, this dissertation researches the relation between the perceptive value andpsychological contract. Through the investigating questionnaire, this dissertationobtains the data and analyzes the relation between the apperceive value and thepsychological contract, this dissertation points out that the employee’s perceptivevalue is one of the foundations of the psychological contract.
The second is the research of the dynamic development process of the psychologicalcontract. This dissertation designs an inadequacy information game model betweenthe employee and the organization, then discusses the dynamic development processof the psychological contract and the action of the employee and the organization,and brings forward that how to inspire the employee.
The third, this dissertation researches the influence of circumstance. This dissertationlooks the circumstance as disturbing factor, and discusses the affections of thecircumstance factors act on the employee’s expectation and the organization’s offer.This dissertation discusses that when the circumstance factor is taken into account,how the psychological contract can achieve balance, and can the organization rebuilda balanceable psychological contract through adjusting the organization payment andinterfering the employee’s expectation.
引文
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[13]Schermerhorn, J.R，Management. New York: John Wiley&Sons, Inc，2002
[14]曹威麟，朱仁发，郭江平，心理契约的概念主体及构建机制研究，经济社会体制比较，2007，（2），132-136
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