基于心理契约的家族企业知识型员工忠诚度实证研究
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摘要
随着科学技术的发展,人类社会进入知识经济时代,人才的需求量日益扩大,企业竞争的实质已变成人才的竞争。企业出现了一个新的工作群体,即知识型员工,他们与以往的资本经济时代的劳动者有了一个根本的不同,他们自身掌握着部分生产工具-知识,而不像传统的劳动者一无所有,只能出卖自己的劳动。知识型员工与传统的员工相比,在企业中具有很强的独立性和自主性。
自从改革开放以来,中国逐步实行市场经济,家族企业的快速崛起与发展是中国改革开放的重大成果,在中国经济的发展中占据着举足轻重的地位。但是,在家族企业持续高速发展的同时,也存在着许多问题,特别突出的问题是缺乏知识型员工；因种种原因,知识型员工对家族企业缺乏归属感、认同感,导致了知识型员工频繁跳槽,知识型员工忠诚度急剧下降,培养与提升知识型员工的忠诚度是关系到家族企业能否获得持续发展的关键。
市场经济体系中社会关系是以“契约制度”为基础的。在知识型员工与家族企业的关系中,除了正式的劳动合同规定的内容外,还存在着隐含的、非正式的、未公开说明的相互期望,这就是心理契约。心理契约作为劳动合同的一个补充,对维系雇佣关系、保持员工士气和提升员工忠诚度等方面起着十分重要的作用。相比劳动合同来说,心理契约的内容虽然大多以模糊性、隐含性、动态性为特点,但它同样是影响知识型员工忠诚的重要因素,因而也是家族企业人力资源管理和组织行为领域的重要研究课题之一。
本文在研究国内外有关知识型员工忠诚和心理契约等相关领域文献的基础上,以“忠诚”为研究视角,以“心理契约”为研究的切入点,以家族企业知识型员工为研究对象,展开了以下6个方面的理论探索与实证研究。
(1)剖析了家族企业知识型员工忠诚的内在结构和影响因素。本研究结合当前经济环境发展特点及我国的社会文化背景,着重对家族企业知识型员工的组织忠诚、主管忠诚和职业忠诚等的内在结构与影响前因进行了剖析。通过对样本数据的确定性因子分析和方差分析,探索了知识型员工个体统计特征对家族企业知识型员工忠诚的影响。本研究发现,在我国经济文化背景下,家族企业知识型员工的部分个体统计特征对组织忠诚、主管忠诚和职业忠诚有显著性影响。如与未婚知识型员工相比,已婚知识型员工更容易对组织、主管和职业产生认同；持有股份的知识型员工比不持有股份的知识型员工对家族企业的认同度相对较高；月收入在1万元以上的知识型员工与其他收入的知识型员工相比,对职业的认同度相对较高；企业效益很好和较好的知识型员工与企业效益一般和较差的知识型员工相比,对组织的认同度相对较高；与家族企业主要管理者有血缘关系和姻亲关系的知识型员工与没有关系的知识型员工相比,对组织的认同度相对较高等等。
(2)研究了家族企业知识型员工职业忠诚、组织忠诚、主管忠诚之间的关系。发现在家族企业中,知识型员工的组织忠诚明显低于职业忠诚和主管忠诚；家族企业知识型员工对职业的忠诚会增进其对家族企业和主管的认同与卷入,促进知识型员工对家族企业忠诚和主管忠诚的形成与提升。
(3)心理契约内容的实证研究验证了中国家族企业知识型员工心理契约主要由三个因子构成：组织的人际型责任、组织的发展型责任、组织的规范型责任。在家族企业中,组织的人际型责任和发展型责任与员工忠诚度的3个因子组织忠诚、职业忠诚和主管忠诚以及与总的员工忠诚度都显著相关；组织规范型责任与职业忠诚和主管忠诚都显著相关；心理契约与员工忠诚以及其三因子都显著相关。
(4)研究了家族企业知识型员工心理契约及其三因子和心理契约实际履行情况及其三因子之差对员工忠诚(职业／组织／主管忠诚)的作用机理。本课题开创性地研究发现,心理契约及其三因子和心理契约实际履行情况及其三因子之差与员工忠诚度的组织忠诚因子呈显著负相关,而与职业忠诚和主管忠诚不显著相关；心理契约及其组织规范型责任和其履行情况之差与员工忠诚度显性负相关。说明家族企业知识型员工的心理契约满足的越好,忠诚度就越高。
(5)研究了家族企业知识型员工心理契约及其三因子和心理契约实际履行情况及其三因子之差对其离职倾向的作用机理。本研究开创性地研究发现,离职倾向与心理契约及其三因子和心理契约实际履行情况及其三因子之差显性正相关。说明家族企业知识型员工的心理契约满足的越好,离职倾向就越低。
(6)分析了个体统计特征与提高家族企业知识型员工忠诚度措施之间的作用机理。影响家族企业知识型员工忠诚的因素很多,为更好地反映工作和环境特征因素以及知识型员工忠诚与提升措施的作用关系,剥离其它干扰因素的影响,本研究将个体层面的知识型员工的性别、年龄、婚姻状况、学历、月收入、组织工龄、职位、从业年限、与主要领导人的关系等作为控制变量,并对提高家族企业知识型员工忠诚度的措施的作用效应进行了分析。研究发现,不同的措施对于不同类型的知识型员工有着不同的影响,如：提高忠诚度措施方面的“建立以人为本的企业文化”、“重视与员工的沟通交流,完善沟通渠道”、“培养员工的团队合作精神”、“上司认真听取对待每位员工的意见和建议”、“上级领导关心尊重并信任员工”、“灵活、多途径的晋升机制”、“在本组织,能否晋升与领导私人关系无关”、“上司的身边很少有安排自己的亲戚和朋友”等措施,对已婚的知识型员工比对未婚的更易提高其忠诚度等等。
本研究有相当一部分的内容属于探索性研究,所获得的结论在一定程度上丰富了家族企业知识型员工忠诚理论,并对提升家族企业知识型员工忠诚水平的管理实践有启示作用。
With the development of science and technology, human society entered the era of knowledge economy, talents demand growing, and enterprise competition real has become talent competition. There is a new enterprise work groups, knowledge staff, which fundamentally differ from the previous economic era of capital staff. They hold some of their own knowledge of production, rather than traditional staff has nothing, can only sell their own labor. Knowledge staff, compared with traditional employees, has a strong independence and autonomy.
Since the reform and opening up, China has gradually introduced market economy, the rapid rise of family business and development are the major achievements of China's reform and opening up, which occupies a pivotal position in the development of the Chinese economy. However, in the family business continued rapid growth, there are also many problems, notably the crisis is the lack of knowledge staff. For some reasons, knowledge staff lacks a sense of belonging and identity to the family business, which leads to knowledge staff frequently change jobs and the loyalty declined sharply. Training and upgrading the knowledge staff loyalty is the key to sustainable development.
Market economy of social relations is based on'contract system' based. In the knowledge-based employees and family business relations, in addition to the formal content of the labor contract, but also the existence of implicit, informal, no public explanation of mutual expectations, and this is psychological contract. Psychological contract as a supplement to the labor contract, plays an important role on maintaining the employment relationship, staff morale and enhances staff loyalty. Compared to the labor contract, the psychological contract is even though mostly characterized by fuzziness, implication and dynamics; it is also the important factor in affecting the employee loyalty. And it is also the important research topic in the field of family business human resource management and organizational behavior.
Based on the research the literature in related fields of knowledge staff loyalty and psychological contract at home and abroad, the paper puts forward the viewpoint of the following six areas of theoretical exploration and empirical study, which is from'loyalty'perspective, at the starting point of 'psychological contract'and as the object of study on'Family enterprise knowledge staff.
(1) Analyzed the family business knowledge structure and employee loyalty factors. This study combines the development characteristics of the current economic environment and our social and cultural background, focusing on analyzing internal structure and influence of the antecedent of the family enterprise knowledge employees' organizational loyalty, loyalty and professional loyalty. Through the certainty analysis on the sample data by factor, the impact of statistical characteristics of the individual knowledge employee on family business employee loyalty is proved. The study found that in our economic and cultural background, Family Enterprise Knowledge Employees statistical characteristics of some individuals significantly affected the organizational loyalty, loyalty and professional integrity in charge. Compare with the unmarried knowledge employees, married knowledge employees more easily to have a sense of identity on the organization, supervisor and profession. Knowledge Employees holding shares have relatively high degree of recognition on enterprise than those not holding shares. Knowledge employees Monthly incomes of 10,000 Yuan or more have relatively high degree of recognition on profession than those who have other income. Knowledge employees serve for Enterprises with good economic have relatively high degree of recognition on organization than those serve for effectiveness of general business and poor efficiency of enterprises. Knowledge employees related by blood or affinity with the main family business managers have relatively high degree of recognition on organization than those not related by blood or affinity.
(2) Made a study of relationship among occupational loyalty, organizational loyalty and supervisory loyalty in family business. Research finds the organization loyalty of knowledge employees is significantly lower that professional loyalty and supervisor loyalty; Professional loyalty of knowledge employees in family business can enhance identity and involvement of the family business and their directors, speed up the formation and promotion of the Family Enterprises loyalty and supervisory loyalty.
(3) An Empirical Study of psychological content of the contract proved knowledge of Chinese Family Enterprises psychological contract constituted mainly by three factors:Type of interpersonal responsibility in organization, type of development responsibility in organization and type of normative responsibility in organization. In Family Enterprises, Type of interpersonal responsibility and type of development responsibility in organization correlate well with occupational loyalty, organizational loyalty and supervisory loyalty; type of normative responsibility in organization correlate well with professional loyalty and supervisor loyalty; Psychological contract correlate well with staff loyalty, occupational loyalty, organizational loyalty and supervisory loyalty.
(4) Made a study of actual performance and mechanisms of Family Enterprise knowledge employees'psychological contract and its three factors. The pioneering study found that the difference between psychological contract and its three factors and actual performance of psychological contract and its three factors is obviously negative correlated, not significant correlated with occupational loyalty and supervisory loyalty. The difference between psychological contract and its type of normative responsibility in organization and actual performance appear obviously negative correlated with employee loyalty. This shows that the better the family enterprise knowledge employees meet the psychological contract, the higher employees' loyalty.
(5) Made a study of the mechanisms on the difference between actual performance and of Family Enterprise knowledge employees' psychological contract and its three factors and turnover intention. The pioneering study found that turnover intention, actual performance of psychological contract and its three factors and the difference between actual performance of psychological contract and its three factors appear positive correlation. This shows that the better the family enterprise knowledge employees meet the psychological contract, the lower turnover intention.
(6) Made a study of effects of statistical characteristics of individual on improve the Family Enterprise knowledge the role of employee loyalty measures. There are many factors can affect the loyalty of Family Enterprise knowledge employees. To better reflect the characteristics of the work and environment factors, relationship of knowledge employees loyalty and upgrading loyalty measures, peel other interference factors, this study made the knowledge employees by sex, age, marital status, education, income, organizational seniority, position, working years, relations with key leaders as the control variable, analyzed the role of effect on Family Enterprise knowledge to improve the employee loyalty measures. Study found that different measures for different types of knowledge workers have different effects. For example, the following measures can improve loyalty more easily in married employees than unmarried ones:'The establishment of people-oriented corporate culture','Emphasis on staff communication, improve communication channels', 'Team spirit of staff training','Boss listened carefully to treat each employee comments and suggestions','Superiors respect and trust of staff concerned', 'Flexible, multi-channel promotion mechanism','In this organization, independent of whether the promotion of personal relationships and leadership', and'Boss rarely arrange for their relatives and friends'.
A considerable part of this study is exploratory research. The obtained results, to some extent, enriched the theory of the knowledge employees' loyalty in Family Enterprise and also provided the enlightenment for the management practice of improvement on Family Enterprise knowledge employees' loyalty.
自从改革开放以来,中国逐步实行市场经济,家族企业的快速崛起与发展是中国改革开放的重大成果,在中国经济的发展中占据着举足轻重的地位。但是,在家族企业持续高速发展的同时,也存在着许多问题,特别突出的问题是缺乏知识型员工；因种种原因,知识型员工对家族企业缺乏归属感、认同感,导致了知识型员工频繁跳槽,知识型员工忠诚度急剧下降,培养与提升知识型员工的忠诚度是关系到家族企业能否获得持续发展的关键。
市场经济体系中社会关系是以“契约制度”为基础的。在知识型员工与家族企业的关系中,除了正式的劳动合同规定的内容外,还存在着隐含的、非正式的、未公开说明的相互期望,这就是心理契约。心理契约作为劳动合同的一个补充,对维系雇佣关系、保持员工士气和提升员工忠诚度等方面起着十分重要的作用。相比劳动合同来说,心理契约的内容虽然大多以模糊性、隐含性、动态性为特点,但它同样是影响知识型员工忠诚的重要因素,因而也是家族企业人力资源管理和组织行为领域的重要研究课题之一。
本文在研究国内外有关知识型员工忠诚和心理契约等相关领域文献的基础上,以“忠诚”为研究视角,以“心理契约”为研究的切入点,以家族企业知识型员工为研究对象,展开了以下6个方面的理论探索与实证研究。
(1)剖析了家族企业知识型员工忠诚的内在结构和影响因素。本研究结合当前经济环境发展特点及我国的社会文化背景,着重对家族企业知识型员工的组织忠诚、主管忠诚和职业忠诚等的内在结构与影响前因进行了剖析。通过对样本数据的确定性因子分析和方差分析,探索了知识型员工个体统计特征对家族企业知识型员工忠诚的影响。本研究发现,在我国经济文化背景下,家族企业知识型员工的部分个体统计特征对组织忠诚、主管忠诚和职业忠诚有显著性影响。如与未婚知识型员工相比,已婚知识型员工更容易对组织、主管和职业产生认同；持有股份的知识型员工比不持有股份的知识型员工对家族企业的认同度相对较高；月收入在1万元以上的知识型员工与其他收入的知识型员工相比,对职业的认同度相对较高；企业效益很好和较好的知识型员工与企业效益一般和较差的知识型员工相比,对组织的认同度相对较高；与家族企业主要管理者有血缘关系和姻亲关系的知识型员工与没有关系的知识型员工相比,对组织的认同度相对较高等等。
(2)研究了家族企业知识型员工职业忠诚、组织忠诚、主管忠诚之间的关系。发现在家族企业中,知识型员工的组织忠诚明显低于职业忠诚和主管忠诚；家族企业知识型员工对职业的忠诚会增进其对家族企业和主管的认同与卷入,促进知识型员工对家族企业忠诚和主管忠诚的形成与提升。
(3)心理契约内容的实证研究验证了中国家族企业知识型员工心理契约主要由三个因子构成：组织的人际型责任、组织的发展型责任、组织的规范型责任。在家族企业中,组织的人际型责任和发展型责任与员工忠诚度的3个因子组织忠诚、职业忠诚和主管忠诚以及与总的员工忠诚度都显著相关；组织规范型责任与职业忠诚和主管忠诚都显著相关；心理契约与员工忠诚以及其三因子都显著相关。
(4)研究了家族企业知识型员工心理契约及其三因子和心理契约实际履行情况及其三因子之差对员工忠诚(职业／组织／主管忠诚)的作用机理。本课题开创性地研究发现,心理契约及其三因子和心理契约实际履行情况及其三因子之差与员工忠诚度的组织忠诚因子呈显著负相关,而与职业忠诚和主管忠诚不显著相关；心理契约及其组织规范型责任和其履行情况之差与员工忠诚度显性负相关。说明家族企业知识型员工的心理契约满足的越好,忠诚度就越高。
(5)研究了家族企业知识型员工心理契约及其三因子和心理契约实际履行情况及其三因子之差对其离职倾向的作用机理。本研究开创性地研究发现,离职倾向与心理契约及其三因子和心理契约实际履行情况及其三因子之差显性正相关。说明家族企业知识型员工的心理契约满足的越好,离职倾向就越低。
(6)分析了个体统计特征与提高家族企业知识型员工忠诚度措施之间的作用机理。影响家族企业知识型员工忠诚的因素很多,为更好地反映工作和环境特征因素以及知识型员工忠诚与提升措施的作用关系,剥离其它干扰因素的影响,本研究将个体层面的知识型员工的性别、年龄、婚姻状况、学历、月收入、组织工龄、职位、从业年限、与主要领导人的关系等作为控制变量,并对提高家族企业知识型员工忠诚度的措施的作用效应进行了分析。研究发现,不同的措施对于不同类型的知识型员工有着不同的影响,如：提高忠诚度措施方面的“建立以人为本的企业文化”、“重视与员工的沟通交流,完善沟通渠道”、“培养员工的团队合作精神”、“上司认真听取对待每位员工的意见和建议”、“上级领导关心尊重并信任员工”、“灵活、多途径的晋升机制”、“在本组织,能否晋升与领导私人关系无关”、“上司的身边很少有安排自己的亲戚和朋友”等措施,对已婚的知识型员工比对未婚的更易提高其忠诚度等等。
本研究有相当一部分的内容属于探索性研究,所获得的结论在一定程度上丰富了家族企业知识型员工忠诚理论,并对提升家族企业知识型员工忠诚水平的管理实践有启示作用。
With the development of science and technology, human society entered the era of knowledge economy, talents demand growing, and enterprise competition real has become talent competition. There is a new enterprise work groups, knowledge staff, which fundamentally differ from the previous economic era of capital staff. They hold some of their own knowledge of production, rather than traditional staff has nothing, can only sell their own labor. Knowledge staff, compared with traditional employees, has a strong independence and autonomy.
Since the reform and opening up, China has gradually introduced market economy, the rapid rise of family business and development are the major achievements of China's reform and opening up, which occupies a pivotal position in the development of the Chinese economy. However, in the family business continued rapid growth, there are also many problems, notably the crisis is the lack of knowledge staff. For some reasons, knowledge staff lacks a sense of belonging and identity to the family business, which leads to knowledge staff frequently change jobs and the loyalty declined sharply. Training and upgrading the knowledge staff loyalty is the key to sustainable development.
Market economy of social relations is based on'contract system' based. In the knowledge-based employees and family business relations, in addition to the formal content of the labor contract, but also the existence of implicit, informal, no public explanation of mutual expectations, and this is psychological contract. Psychological contract as a supplement to the labor contract, plays an important role on maintaining the employment relationship, staff morale and enhances staff loyalty. Compared to the labor contract, the psychological contract is even though mostly characterized by fuzziness, implication and dynamics; it is also the important factor in affecting the employee loyalty. And it is also the important research topic in the field of family business human resource management and organizational behavior.
Based on the research the literature in related fields of knowledge staff loyalty and psychological contract at home and abroad, the paper puts forward the viewpoint of the following six areas of theoretical exploration and empirical study, which is from'loyalty'perspective, at the starting point of 'psychological contract'and as the object of study on'Family enterprise knowledge staff.
(1) Analyzed the family business knowledge structure and employee loyalty factors. This study combines the development characteristics of the current economic environment and our social and cultural background, focusing on analyzing internal structure and influence of the antecedent of the family enterprise knowledge employees' organizational loyalty, loyalty and professional loyalty. Through the certainty analysis on the sample data by factor, the impact of statistical characteristics of the individual knowledge employee on family business employee loyalty is proved. The study found that in our economic and cultural background, Family Enterprise Knowledge Employees statistical characteristics of some individuals significantly affected the organizational loyalty, loyalty and professional integrity in charge. Compare with the unmarried knowledge employees, married knowledge employees more easily to have a sense of identity on the organization, supervisor and profession. Knowledge Employees holding shares have relatively high degree of recognition on enterprise than those not holding shares. Knowledge employees Monthly incomes of 10,000 Yuan or more have relatively high degree of recognition on profession than those who have other income. Knowledge employees serve for Enterprises with good economic have relatively high degree of recognition on organization than those serve for effectiveness of general business and poor efficiency of enterprises. Knowledge employees related by blood or affinity with the main family business managers have relatively high degree of recognition on organization than those not related by blood or affinity.
(2) Made a study of relationship among occupational loyalty, organizational loyalty and supervisory loyalty in family business. Research finds the organization loyalty of knowledge employees is significantly lower that professional loyalty and supervisor loyalty; Professional loyalty of knowledge employees in family business can enhance identity and involvement of the family business and their directors, speed up the formation and promotion of the Family Enterprises loyalty and supervisory loyalty.
(3) An Empirical Study of psychological content of the contract proved knowledge of Chinese Family Enterprises psychological contract constituted mainly by three factors:Type of interpersonal responsibility in organization, type of development responsibility in organization and type of normative responsibility in organization. In Family Enterprises, Type of interpersonal responsibility and type of development responsibility in organization correlate well with occupational loyalty, organizational loyalty and supervisory loyalty; type of normative responsibility in organization correlate well with professional loyalty and supervisor loyalty; Psychological contract correlate well with staff loyalty, occupational loyalty, organizational loyalty and supervisory loyalty.
(4) Made a study of actual performance and mechanisms of Family Enterprise knowledge employees'psychological contract and its three factors. The pioneering study found that the difference between psychological contract and its three factors and actual performance of psychological contract and its three factors is obviously negative correlated, not significant correlated with occupational loyalty and supervisory loyalty. The difference between psychological contract and its type of normative responsibility in organization and actual performance appear obviously negative correlated with employee loyalty. This shows that the better the family enterprise knowledge employees meet the psychological contract, the higher employees' loyalty.
(5) Made a study of the mechanisms on the difference between actual performance and of Family Enterprise knowledge employees' psychological contract and its three factors and turnover intention. The pioneering study found that turnover intention, actual performance of psychological contract and its three factors and the difference between actual performance of psychological contract and its three factors appear positive correlation. This shows that the better the family enterprise knowledge employees meet the psychological contract, the lower turnover intention.
(6) Made a study of effects of statistical characteristics of individual on improve the Family Enterprise knowledge the role of employee loyalty measures. There are many factors can affect the loyalty of Family Enterprise knowledge employees. To better reflect the characteristics of the work and environment factors, relationship of knowledge employees loyalty and upgrading loyalty measures, peel other interference factors, this study made the knowledge employees by sex, age, marital status, education, income, organizational seniority, position, working years, relations with key leaders as the control variable, analyzed the role of effect on Family Enterprise knowledge to improve the employee loyalty measures. Study found that different measures for different types of knowledge workers have different effects. For example, the following measures can improve loyalty more easily in married employees than unmarried ones:'The establishment of people-oriented corporate culture','Emphasis on staff communication, improve communication channels', 'Team spirit of staff training','Boss listened carefully to treat each employee comments and suggestions','Superiors respect and trust of staff concerned', 'Flexible, multi-channel promotion mechanism','In this organization, independent of whether the promotion of personal relationships and leadership', and'Boss rarely arrange for their relatives and friends'.
A considerable part of this study is exploratory research. The obtained results, to some extent, enriched the theory of the knowledge employees' loyalty in Family Enterprise and also provided the enlightenment for the management practice of improvement on Family Enterprise knowledge employees' loyalty.
引文
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