房地产企业知识型员工心理契约违背及其效应研究
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摘要
鉴于心理契约作为组织与员工之间交换关系分析框架的显著功效，其内涵要素、结构模型、动态发展机制等已倍受学术界和企业界的广泛关注，其中多发现员工由对与组织之间交换关系平衡性的主观认知与评价而产生的负面情绪，及其所引发的组织性反应机制对组织最终效果的消极作用，尤其当面临不确定性环境时，该传导机制的影响力更显凸出。由此推论，该传导机制及其效应对处于我国转型经济背景下的房地产企业极具威慑力。众所周知，曾作为国家经济发展主流支撑的房地产业在经历了国际金融危机、宏观政策调控后，其市场硬着陆之势已逐渐显现，随之而来的组织重组、机构精简等管理格局的变迁势必造成企业的运行压力，而身处企业人力资源中坚层的知识型员工则愈发面临动态环境下生存与发展的紧迫问题，这种微观层面的矛盾性终将牵动宏观层面效能的衰竭。“如何抓住员工的心，进而凝聚企业的魂？如何在动态环境下把控企业与关键员工之间关系的协调性？”已成为桎梏我国房地产企业管理效能的棘手问题。
本研究正是出于对大时代洪流中现实问题的思考，以我国转型经济背景下的房地产企业为研究情境，聚焦于其核心竞争力的重要组成部分——知识型员工，试图通过洞悉该类员工对其与组织之间交换关系的主观认知，揭示其组织性反应的内在机理。为此，本研究融合了多学科研究哲学，以社会交换理论、信念理论、意义建构理论为支撑，遵循“探析和阐明研究视角的合理性与研究内容的层面性→解析和验证研究主题的理论性与实践性→阐释和提升研究结论的可靠性与普适性”的研究流程，借助于五个关键子问题的解析途径，对该类员工心理契约的主要影响源及其驱动路径、涵盖要素及其结构模型，以及心理契约违背效应加以层层剖析，并取得如下创新性成果：
第一，构建起房地产企业知识型员工心理契约动因机制模型，进一步印证了狭义研究视角对于房地产企业管理情境的适用性。
基于知识型员工的视角，融合组织行为学、社会认知心理学等研究理念，汲取扎根理论的思想精髓，遵循探索性及解释性两阶段顺承解析逻辑，识别出组织层面的主要影响源（真实的工作预览、组织社会化）及员工层面的主要影响源（工作价值观、自我效能），并发现部分中介作用路径（真实的工作预览→组织社会化→心理契约）。
第二，辨析出房地产企业知识型员工心理契约的内涵要素与结构模型，为从多层面剖析心理契约违背反应机制奠定理论基础。
结合房地产企业的管理情境及知识型员工的独特特征，基于社会交换理论、信念理论及扎根理论思想，遵循探索性及解释性两阶段顺承解析逻辑，辨析出该类员工心理契约的内涵要素及其三维构型（发展型、激励型、关系型），藉此也为进一步探究心理契约违背的多层面反应机制积累理论依据与经验证据。
第三，提出我国房地产企业知识型员工心理契约违背效应分析框架，从理论演绎和经验归纳的双重角度探析出该类员工对组织责任履行主观评价的组织性反应机制。
鉴于国内对于心理契约违背传统综述性研究的局限性，借鉴管理学前沿的系统综述和循证管理方法，对背靠我国社会形态的员工心理契约违背效应学术文献进行元分析，归纳出我国员工心理契约违背效应的基本构想，并受此启发，秉承社会交换理论和意义建构理论的研究理念，运用探索性案例研究策略，以多元化数据源和内容分析技术为支撑，提出我国房地产企业知识型员工心理契约违背效应分析框架。
第四，构建起我国房地产企业知识型员工心理契约违背作用机制模型，尤其是集成了组织犬儒主义、团队认同的理论沿承，发现了该类员工心理契约违背的不同面向与“退出（E）、谏言（V）、忠诚（L）、忽略（N）”行为之间不同程度的影响关系，进一步丰富了我国房地产企业知识型员工心理契约违背作用机制的分析框架。
融合组织行为学、社会认知心理学等多元化研究哲学，借鉴扎根理论方法论，由心理契约违背的多维视角进行剖析，先由“以规范性实证研究为平台，以严谨的统计分析技术为支撑”的研究问题解决方案，再由“以验证性案例研究策略为框架，嫁接以定性和定量分析技术”的建构效度提升途径，揭示出我国房地产企业知识型员工对其与组织间交换关系的主观认知及其组织性反应途径。包括：1）“心理契约违背各维度→E、N”的显著正向直接影响（除“发展型心理契约违背对N无直接影响”以外）、“心理契约违背各维度→V、L”的显著负向直接影响；2）“关系型心理契约违背→组织犬儒主义→E、V、L、N”、“发展型、激励型心理契约违背→组织犬儒主义→E、V、L”、“心理契约违背各维度→团队认同→V”的部分中介效应，以及“激励型心理契约违背→组织犬儒主义→N”的完全中介效应。同时发现“发展型心理契约违背→组织犬儒主义→N”、“心理契约违背各维度→团队认同→E、L、N”无中介效应。
Given significant efficacy of the psychological contract serving as the exchangerelationship analysis framework between employers and employees, its connotationelements, structural model and dynamic development mechanism, etc., have drawn wideattention of scholars and business interests, among which it’s often found that employeesbear negative emotions resulting from subjective cognition of and evaluation on the balanceof the exchange relationship between the organization and them, and its organizationalresponsive mechanism’s negative impacts on organizational performance are also found. Inspecial, when facing uncertain environment, the effect of the transmission mechanismbecomes more prominent. Thus, it can be concluded this mechanism and its effect has greatdeterrence against real estate enterprises under the background of transitional economy inour country. As is known to all, after real estate industry as a mainstream support of ourcountry have undergone international financial crisis and our country’s macro-controlpolicies, the hard loading trend of its market has gradually appeared. Consequently, thechange of management pattern, such as organizational restructuring and managementstreamlining, is bound to cause operation pressure on enterprises. While knowledgeworkers, as key human resources of enterprises, have been more and more faced with theurgent issues about individual survival and career development in the dynamic environment.This contradiction on micro level will ultimately lead to efficiency failure on macro level.“How to seize employees’ heart in order to condense enterprise’s soul? How to coordinatethe relationship between enterprises and their key employees in dynamic environment?” hasbecome the shackles of management efficiency for real estate enterprise in our country.
Thinking of the realistic problems in great times, this study focused on knowledgeworkers, being important part of enterprise’s core competitiveness, in the atmosphere ofreal estate industry under the background of transitional economy of our country, to revealinherent mechanism of organizational response through discerning knowledge workers’psychological perception of and subjective evaluation on the exchange relationship betweenthe organization and them. Therefore, the study integrated diversified research philosophies,was supported by the social and scientific theories including the social exchange theory, thebelief theory and the sense-making theory, followed the study flow of “exploring andclarifying the rationality of study perspective and the level of study contents→analysingand verifying theoretical and practical efficiency of the study topic→interpreting andimproving the reliability and universality of the study conclusions”, analysed theirpsychological contract’s main incentives, key components, structural model and its rolemechanism of violation effects through the analytical solution to five key sub-problems. Finally, this study obtained the following innovative results:
Firstly, this study built up the incentive mechanism model of the psychologicalcontract of real estate enterprises’ knowledge worker, and further confirmed the rationalityof the narrow perspective under the background of the managerial situation in real estateindustry.
From view of knowledge workers, this study used the exploratory and interpretivestudy strategy based on main idea of the Organizational Behavior and the Social CognitivePsychology Science, drew on the grounded theory’s essence, discerned main incentives tothe psychological contract, including the realistic job preview and the organizationalsocialization coming from the employers, and the work value and the self-efficacy comingfrom the employees, and found partial mediation of the organizational socialization on therelationship between the realistic job preview and the psychological contract.
Secondly, this study analysed the content elements and the structural model of thepsychological contract of knowledge workers in real estate enterprises, and laid thetheoretical foundation to analyse the psychological contract violation on multiple layers.
Combining with the managerial situation of the real estate enterprise and the uniquefeatures of knowledge workers, mixing together the social exchange theory, the belieftheory and the grounded theory, adhering to the exploratory and interpretive study strategy,this study identified main components of the psychological contract and itsthree-dimensional configuration(developing, promoting, relational) for those knowledgeworkers, thus to accumulate theoretical and empirical evidences in order to further explorethe psychological contract violation responsive mechanism on multiple layers.
Thirdly, this study put forward the analytical framework of psychological contractviolation effects of knowledge workers of real estate enterprises in our country, andexplored the mechanism of the effects of those workers’ subjective perception ofperformances about organizational obligations on their working responses from doubleview of theoretical deduction and empirical induction.
In view of the limitation of traditional literature review in the field of thepsychological contract violation of our country, drew on systematic literature review andevidence-based management methods on the management science frontline, this studymade the meta-analysis of the literature about psychological contract violation under thebackground of our country’s sociology, concluded the basic assumptions of thepsychological contract violation mechanism of our country’s employees, and inspired bywhich, confroming to main idea of the social exchange theory and the sense-making theory,in the framework of exploratory case study and supported by diversified data sources andcontent analysis technology, this study proposed theoretical effects of the psychologicalcontract violation of knowledge workers of real estate industry in our country.
Fourthly, this study built up the model of knowledge employees’ psychologicalcontract violation effects in real estate industry, specially combined theoretical and empirical analysis of the organizational cynicism and the team identification with thepsychological contract violation, found the effects of psychological contract violationdemensions of those employees on EVLN behavior, and further improved the framework toanalyse the psychological contract violation of knowledge workers in real estate industry ofour country.
Integrating diversified research philosophy of the Organizational Behavior and theSocial Cognitive Psychology Science, and adhering to methodology of the grounded theory,this study firstly used the strategy to solve problems that makes standardized empiricalresearch serve as operating platform supported by rigorous statistical analytical methods,secondly improved construct validity using the path that makes the confirmative case studymethod serve as analysis framework being grafted with qualitative and quantitativetechnique, and identified the subjective perception of the exchange relationship betweenemployers and employees feeling bored by knowledge workers of real estate enterprises inour country and the influencing paths of that perception on those employees’ organizationalresponses, including:1) significantly positive direct effects of all dimensions ofpsychological contract violation on E and N (but there isn’t direct effect of the developingcontract on N), significantly negative direct effects of all dimensions of psychologicalcontract violation on V and L;2) partial mediation of the organizational cynicism on therelationship between the relational psychological contract violation and EVLN, andbetween the developing and promoting psychological contract violation and EVL; partialmediation of the team identification on the relationship between all dimensions of thepsychological contract violation and V; total mediation of the organizational cynicismbetween the promoting psychological contract violation and N. Meanwhile this study didn’tfind out any mediation of the organizational cynicism on the relationship between thedeveloping psychological contract violation and N, and the team identification on therelationship between all dimensions of the psychological contract violation and ELN.
本研究正是出于对大时代洪流中现实问题的思考，以我国转型经济背景下的房地产企业为研究情境，聚焦于其核心竞争力的重要组成部分——知识型员工，试图通过洞悉该类员工对其与组织之间交换关系的主观认知，揭示其组织性反应的内在机理。为此，本研究融合了多学科研究哲学，以社会交换理论、信念理论、意义建构理论为支撑，遵循“探析和阐明研究视角的合理性与研究内容的层面性→解析和验证研究主题的理论性与实践性→阐释和提升研究结论的可靠性与普适性”的研究流程，借助于五个关键子问题的解析途径，对该类员工心理契约的主要影响源及其驱动路径、涵盖要素及其结构模型，以及心理契约违背效应加以层层剖析，并取得如下创新性成果：
第一，构建起房地产企业知识型员工心理契约动因机制模型，进一步印证了狭义研究视角对于房地产企业管理情境的适用性。
基于知识型员工的视角，融合组织行为学、社会认知心理学等研究理念，汲取扎根理论的思想精髓，遵循探索性及解释性两阶段顺承解析逻辑，识别出组织层面的主要影响源（真实的工作预览、组织社会化）及员工层面的主要影响源（工作价值观、自我效能），并发现部分中介作用路径（真实的工作预览→组织社会化→心理契约）。
第二，辨析出房地产企业知识型员工心理契约的内涵要素与结构模型，为从多层面剖析心理契约违背反应机制奠定理论基础。
结合房地产企业的管理情境及知识型员工的独特特征，基于社会交换理论、信念理论及扎根理论思想，遵循探索性及解释性两阶段顺承解析逻辑，辨析出该类员工心理契约的内涵要素及其三维构型（发展型、激励型、关系型），藉此也为进一步探究心理契约违背的多层面反应机制积累理论依据与经验证据。
第三，提出我国房地产企业知识型员工心理契约违背效应分析框架，从理论演绎和经验归纳的双重角度探析出该类员工对组织责任履行主观评价的组织性反应机制。
鉴于国内对于心理契约违背传统综述性研究的局限性，借鉴管理学前沿的系统综述和循证管理方法，对背靠我国社会形态的员工心理契约违背效应学术文献进行元分析，归纳出我国员工心理契约违背效应的基本构想，并受此启发，秉承社会交换理论和意义建构理论的研究理念，运用探索性案例研究策略，以多元化数据源和内容分析技术为支撑，提出我国房地产企业知识型员工心理契约违背效应分析框架。
第四，构建起我国房地产企业知识型员工心理契约违背作用机制模型，尤其是集成了组织犬儒主义、团队认同的理论沿承，发现了该类员工心理契约违背的不同面向与“退出（E）、谏言（V）、忠诚（L）、忽略（N）”行为之间不同程度的影响关系，进一步丰富了我国房地产企业知识型员工心理契约违背作用机制的分析框架。
融合组织行为学、社会认知心理学等多元化研究哲学，借鉴扎根理论方法论，由心理契约违背的多维视角进行剖析，先由“以规范性实证研究为平台，以严谨的统计分析技术为支撑”的研究问题解决方案，再由“以验证性案例研究策略为框架，嫁接以定性和定量分析技术”的建构效度提升途径，揭示出我国房地产企业知识型员工对其与组织间交换关系的主观认知及其组织性反应途径。包括：1）“心理契约违背各维度→E、N”的显著正向直接影响（除“发展型心理契约违背对N无直接影响”以外）、“心理契约违背各维度→V、L”的显著负向直接影响；2）“关系型心理契约违背→组织犬儒主义→E、V、L、N”、“发展型、激励型心理契约违背→组织犬儒主义→E、V、L”、“心理契约违背各维度→团队认同→V”的部分中介效应，以及“激励型心理契约违背→组织犬儒主义→N”的完全中介效应。同时发现“发展型心理契约违背→组织犬儒主义→N”、“心理契约违背各维度→团队认同→E、L、N”无中介效应。
Given significant efficacy of the psychological contract serving as the exchangerelationship analysis framework between employers and employees, its connotationelements, structural model and dynamic development mechanism, etc., have drawn wideattention of scholars and business interests, among which it’s often found that employeesbear negative emotions resulting from subjective cognition of and evaluation on the balanceof the exchange relationship between the organization and them, and its organizationalresponsive mechanism’s negative impacts on organizational performance are also found. Inspecial, when facing uncertain environment, the effect of the transmission mechanismbecomes more prominent. Thus, it can be concluded this mechanism and its effect has greatdeterrence against real estate enterprises under the background of transitional economy inour country. As is known to all, after real estate industry as a mainstream support of ourcountry have undergone international financial crisis and our country’s macro-controlpolicies, the hard loading trend of its market has gradually appeared. Consequently, thechange of management pattern, such as organizational restructuring and managementstreamlining, is bound to cause operation pressure on enterprises. While knowledgeworkers, as key human resources of enterprises, have been more and more faced with theurgent issues about individual survival and career development in the dynamic environment.This contradiction on micro level will ultimately lead to efficiency failure on macro level.“How to seize employees’ heart in order to condense enterprise’s soul? How to coordinatethe relationship between enterprises and their key employees in dynamic environment?” hasbecome the shackles of management efficiency for real estate enterprise in our country.
Thinking of the realistic problems in great times, this study focused on knowledgeworkers, being important part of enterprise’s core competitiveness, in the atmosphere ofreal estate industry under the background of transitional economy of our country, to revealinherent mechanism of organizational response through discerning knowledge workers’psychological perception of and subjective evaluation on the exchange relationship betweenthe organization and them. Therefore, the study integrated diversified research philosophies,was supported by the social and scientific theories including the social exchange theory, thebelief theory and the sense-making theory, followed the study flow of “exploring andclarifying the rationality of study perspective and the level of study contents→analysingand verifying theoretical and practical efficiency of the study topic→interpreting andimproving the reliability and universality of the study conclusions”, analysed theirpsychological contract’s main incentives, key components, structural model and its rolemechanism of violation effects through the analytical solution to five key sub-problems. Finally, this study obtained the following innovative results:
Firstly, this study built up the incentive mechanism model of the psychologicalcontract of real estate enterprises’ knowledge worker, and further confirmed the rationalityof the narrow perspective under the background of the managerial situation in real estateindustry.
From view of knowledge workers, this study used the exploratory and interpretivestudy strategy based on main idea of the Organizational Behavior and the Social CognitivePsychology Science, drew on the grounded theory’s essence, discerned main incentives tothe psychological contract, including the realistic job preview and the organizationalsocialization coming from the employers, and the work value and the self-efficacy comingfrom the employees, and found partial mediation of the organizational socialization on therelationship between the realistic job preview and the psychological contract.
Secondly, this study analysed the content elements and the structural model of thepsychological contract of knowledge workers in real estate enterprises, and laid thetheoretical foundation to analyse the psychological contract violation on multiple layers.
Combining with the managerial situation of the real estate enterprise and the uniquefeatures of knowledge workers, mixing together the social exchange theory, the belieftheory and the grounded theory, adhering to the exploratory and interpretive study strategy,this study identified main components of the psychological contract and itsthree-dimensional configuration(developing, promoting, relational) for those knowledgeworkers, thus to accumulate theoretical and empirical evidences in order to further explorethe psychological contract violation responsive mechanism on multiple layers.
Thirdly, this study put forward the analytical framework of psychological contractviolation effects of knowledge workers of real estate enterprises in our country, andexplored the mechanism of the effects of those workers’ subjective perception ofperformances about organizational obligations on their working responses from doubleview of theoretical deduction and empirical induction.
In view of the limitation of traditional literature review in the field of thepsychological contract violation of our country, drew on systematic literature review andevidence-based management methods on the management science frontline, this studymade the meta-analysis of the literature about psychological contract violation under thebackground of our country’s sociology, concluded the basic assumptions of thepsychological contract violation mechanism of our country’s employees, and inspired bywhich, confroming to main idea of the social exchange theory and the sense-making theory,in the framework of exploratory case study and supported by diversified data sources andcontent analysis technology, this study proposed theoretical effects of the psychologicalcontract violation of knowledge workers of real estate industry in our country.
Fourthly, this study built up the model of knowledge employees’ psychologicalcontract violation effects in real estate industry, specially combined theoretical and empirical analysis of the organizational cynicism and the team identification with thepsychological contract violation, found the effects of psychological contract violationdemensions of those employees on EVLN behavior, and further improved the framework toanalyse the psychological contract violation of knowledge workers in real estate industry ofour country.
Integrating diversified research philosophy of the Organizational Behavior and theSocial Cognitive Psychology Science, and adhering to methodology of the grounded theory,this study firstly used the strategy to solve problems that makes standardized empiricalresearch serve as operating platform supported by rigorous statistical analytical methods,secondly improved construct validity using the path that makes the confirmative case studymethod serve as analysis framework being grafted with qualitative and quantitativetechnique, and identified the subjective perception of the exchange relationship betweenemployers and employees feeling bored by knowledge workers of real estate enterprises inour country and the influencing paths of that perception on those employees’ organizationalresponses, including:1) significantly positive direct effects of all dimensions ofpsychological contract violation on E and N (but there isn’t direct effect of the developingcontract on N), significantly negative direct effects of all dimensions of psychologicalcontract violation on V and L;2) partial mediation of the organizational cynicism on therelationship between the relational psychological contract violation and EVLN, andbetween the developing and promoting psychological contract violation and EVL; partialmediation of the team identification on the relationship between all dimensions of thepsychological contract violation and V; total mediation of the organizational cynicismbetween the promoting psychological contract violation and N. Meanwhile this study didn’tfind out any mediation of the organizational cynicism on the relationship between thedeveloping psychological contract violation and N, and the team identification on therelationship between all dimensions of the psychological contract violation and ELN.
引文
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