企业成长中的心理契约研究
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摘要
在员工与组织签订的书面雇用合同中，所包括的条目是有限的，没有也不可能反映出相互责任中的所有内容，但在每一个员工的内心深处，对自己应该为组织付出什么，付出多少，组织应该给自己回报什么，回报多少等都有相对明确的认识。这些内容同样影响着员工对于工作的态度和行为。可见，只了解正式雇用合同中确定的员工与组织之间的相互责任是远远不够的，还必须深入了解员工内心中的契约内容，这些内容正是“心理契约”领域研究的内容。
本文在总结国内外企业成长和心理契约理论研究成果的基础上，界定了心理契约的概念和层次，建立了我国员工心理契约违背与行为反映模型，并分析了在我国文化背景下员工心理契约的特点。目前，关于心理契约的主体构成一直存在争议，雇用双方所缔结的究竟是雇员单向还是雇主与雇员之间双向契约，学术界的意见并不统一。本文尝试性地将心理契约贯穿于企业成长的全过程进行研究，以销售额增长率、企业制度和企业文化三个要素为标准将企业的成长划分为求生存期、过渡成长期、规范成长期、盛年期和衰退期等五个阶段，认为企业成长的不同阶段有不同的主体构成。处于求生存期的企业心理契约的主体构成是创业者和员工，企业步入过渡成长期以后，心理契约的主体构成是组织公民和组织，企业不同阶段，组织公民代表不同的对象。最后，本文对企业成长的各个阶段心理契约的维护提出了相应的管理对策。处于求生存期的企业，创业者首先要为员工提供相应的物质保证，在培养良好道德修养的同时为员工提供良好的人际环境；在过渡成长期，创业者应该努力地维护和巩固关系契约，有效地授权企业的中层管理者；在规范成长期，企业的管理权由创业者向职业经理人转移，创业者和职业经理人都要采取措施降低领导变革对员工心理契约的影响，职业经理人要完善薪酬设计和绩效考核，并建立有效的激励机制；处于盛年期的企业，要重视员工培训，并帮助员工进行职业生涯设计，建设以人为本的文化；处于衰退期的企业要采取措施缓解员工心理压力，鼓励员工的参与行为，为企业摆脱困境献计献策，减少企业内耗。
Items in contracts between employees and organizations are limited. Psychological contracts(PC) as an individual's perception of what he/she owes the organizations and the inducements the individual believes that he/she is owed in return influence employee's attitudes and behaviors as well. So we should not only know responsibilities in contracts, but also be acquainted with the commitment basing upon his/her own understanding of the reciprocal obligations in the employment relation.
This paper discusses PC's concept and level and presents a model for employees' reactions to psychological contract violation. Then we analyze PC's characteristics of employees based upon Chinese culture. The earliest work on PC defined this topic as the shared perceptions between employees and employers regarding what each party owed the other in the employment relationship, more recent work has defined PC as an individual's perception of what he/she owes the employer and the inducements the individual believes that he/she is owed in return. We don't think two views are incompatible. Depending on sale rise rate, institutions and corporate culture, we divide the firm growth into five stages: surviving, transition, normalizing, prosperity, declining. We analyze different parties of PC in every stage. In surviving the main parties are founder and employees. From transition to declining, then, PC is an inherently subjective perception: each organizational citizen in organizations possesses a unique PC based upon his/her own understanding of the reciprocal obligations in the employment relationship between the individual and the organization. Citing the conception of "organizational citizenship behaviors", we call all leaguers in firm "organizational citizen". Organizational citizen has different means in every firm growth's stage. At last we discuss how to fulfill PC in every stage.
本文在总结国内外企业成长和心理契约理论研究成果的基础上，界定了心理契约的概念和层次，建立了我国员工心理契约违背与行为反映模型，并分析了在我国文化背景下员工心理契约的特点。目前，关于心理契约的主体构成一直存在争议，雇用双方所缔结的究竟是雇员单向还是雇主与雇员之间双向契约，学术界的意见并不统一。本文尝试性地将心理契约贯穿于企业成长的全过程进行研究，以销售额增长率、企业制度和企业文化三个要素为标准将企业的成长划分为求生存期、过渡成长期、规范成长期、盛年期和衰退期等五个阶段，认为企业成长的不同阶段有不同的主体构成。处于求生存期的企业心理契约的主体构成是创业者和员工，企业步入过渡成长期以后，心理契约的主体构成是组织公民和组织，企业不同阶段，组织公民代表不同的对象。最后，本文对企业成长的各个阶段心理契约的维护提出了相应的管理对策。处于求生存期的企业，创业者首先要为员工提供相应的物质保证，在培养良好道德修养的同时为员工提供良好的人际环境；在过渡成长期，创业者应该努力地维护和巩固关系契约，有效地授权企业的中层管理者；在规范成长期，企业的管理权由创业者向职业经理人转移，创业者和职业经理人都要采取措施降低领导变革对员工心理契约的影响，职业经理人要完善薪酬设计和绩效考核，并建立有效的激励机制；处于盛年期的企业，要重视员工培训，并帮助员工进行职业生涯设计，建设以人为本的文化；处于衰退期的企业要采取措施缓解员工心理压力，鼓励员工的参与行为，为企业摆脱困境献计献策，减少企业内耗。
Items in contracts between employees and organizations are limited. Psychological contracts(PC) as an individual's perception of what he/she owes the organizations and the inducements the individual believes that he/she is owed in return influence employee's attitudes and behaviors as well. So we should not only know responsibilities in contracts, but also be acquainted with the commitment basing upon his/her own understanding of the reciprocal obligations in the employment relation.
This paper discusses PC's concept and level and presents a model for employees' reactions to psychological contract violation. Then we analyze PC's characteristics of employees based upon Chinese culture. The earliest work on PC defined this topic as the shared perceptions between employees and employers regarding what each party owed the other in the employment relationship, more recent work has defined PC as an individual's perception of what he/she owes the employer and the inducements the individual believes that he/she is owed in return. We don't think two views are incompatible. Depending on sale rise rate, institutions and corporate culture, we divide the firm growth into five stages: surviving, transition, normalizing, prosperity, declining. We analyze different parties of PC in every stage. In surviving the main parties are founder and employees. From transition to declining, then, PC is an inherently subjective perception: each organizational citizen in organizations possesses a unique PC based upon his/her own understanding of the reciprocal obligations in the employment relationship between the individual and the organization. Citing the conception of "organizational citizenship behaviors", we call all leaguers in firm "organizational citizen". Organizational citizen has different means in every firm growth's stage. At last we discuss how to fulfill PC in every stage.
引文
[1]Quinn R E, Cameron K. Organization life cycles and shifting criteria of effectiveness: Some preliminary evidence[J].Management Science, 1983,29:35-46.
[2]徐国华，张德，赵平．管理学[M]．北京：清华大学出版社，2002．132-133．
[3]Churchill N C, Lewis V L. The five stages of small business growth[J]. Harvard Business Review, 1983,61(3):30-50.
[4]厄威克·弗莱姆兹．增长的痛苦[M]．北京：中国经济出版社，1998．1-32．
[5]伊查克·爱迪思．企业生命周期[M]．北京：华夏出版社，2004．1-228．
[6]谢科范，罗险峰．企业寿命周期分析[J]．武汉汽车工业大学学报，1999，21(6)：48-51．
[7]陈佳贵．关于企业生命周期与企业蜕变的探讨[J]．中国工业经济，1995，11：5-13．
[8]李业．企业生命周期的修正模型及思考[J]．南方经济，2000，2：47-50．
[9]王养成，张俊杰．企业不同发展阶段的人力资源战略与策略[J]．中国人力资源开发，2004，5：15-19．
[10]刘苹，陈维政．企业生命周期与治理机制的不同模式选择[J]．财经科学，2003，5：73-76．
[11]周晓虹．现代社会心理学[M]．上海：上海人民出版社，1997．18-58．
[12]罗宾斯．组织行为学[M]．北京：中国人民大学出版社，1997．15-50．
[13]Argyris C. Understanding organizational behavior[M].Tavistock Publications, 1960.23-58.
[14]Levinson H, price C R, Munden K J, et al. Men, Management and Mental Health[M].Harvard University Press, 1962.36-77.
[15]Kotter J P. The psychological contract[J].California Management Review, 1973,15:91-99.
[16]Schein E H. Organizational psychology[M]. New Jersey: Prentice Hall, 1980.55-109.
[17]Rousseau D M. New hire perceptions of their own and their employer's obligations:a study of psychological contract[J].Journal of Organizational Behavior, 1990, 11:389-400.
[18]程兆谦．购并整合中的心理契约重构[J]．当代财经，2001，1：75-78．
[19]陈加洲，凌文铨，方俐洛．组织中的心理契约[J]．管理科学学报，2001，4(2)：74—78．
[20]Herriot P, Manning E G, Kidd J M. The content of the psychological contract[J]. British Journal of Management, 1997, 8:151-162.
[21]Rousseau D M, Tijoriwala S A. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change[J]. Journal of Applied Psychology, 1999, 84(4):514-528.
[22]Robinson S L. Trust and breach of the psychological contract[J]. Administrative Science Quarterly, 1996, 41(4):574-599.
[23]Millward L J, Hopkins L J. Psychological contracts, organizational and job commitment[J]. Journal of Applied Social Psychology, 1998,28(16):1530-1556.
[24]Kickul J, Lester S W. Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior[J]. Journal of Business and Psychology, 2001, 16:191-217.
[25]Shapiro J C, Kessler L. Consequences of the psychological contract for the employment relationship: a large scale survey[J]. Journal of Management Studies, 2000, 17:903-930.
[26]Arnold J. The psychological contract:a concept in need of closer scrutiny[J]? European Journal of Work and Organizational Psychology, 1996,15:511-520.
[27]Robinson S L, Morrison E W. Psychological contracts and OCB:the effect of unfulfilled obligations on civic virtue behavior[J]. Journal of Organizational Behavior, 1995,16(3):289-298.
[28]Morrison E W, Robinson S L. When employees feel betrayed:a model of how psychological contract violation develops[J].Academy of Management Review, 1997,22(1):226-256.
[29]Turnley W H, Feldman W C.A discrepancy model of psychological contract violation[J].Human Resource Management Review, 1999,9(3):367-386.
[30]Violet, Laurie, Rousseau. Responses to broken promises: Does personality matter[J]? Vocational Behavior, 2004,65:276-293.
[31]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．
[32]胡燕祥．论中国儒家传统管理思想对现代企业管理的负面影响[J]．经济师，1999，5：6—9．
[33]陈加洲，凌文辁，方俐洛．心理契约的内容、维度和类型[J]．心理科学进展，2003，11(4)：437—445．
[34]顾力刚，韩福荣，徐艳梅．企业年龄研究[J]．外国经济与管理，2000，12(22)：8-12．
[35]高拴平，蔡婷婷．从心理契约角度提高员工工作绩效[J]．财经界，2006，3：44-45．
[36]徐志刚．论语通译[M]．北京：人民文学出版社，1997．25-29．
[37]张振洪．中国古代哲学思想对现代人才管理的启迪[J]．商场现代化，2006，1：81．
[38]高蕾蕾，李建设．基于心理契约的领导技能与方法研究[J]．大连海事大学学报，2006，5(4)：92—94．
[39]刘莹，李志祥．基于心理契约的企业管理研究集团[J]．经济研究，2006，11：260-261．
[40]刘晓宁，谢莉莉．基于心理契约的企业员工培训[J]．科技情报开发与经济，2006，16(6)：210-211．
[41]吴国英，牟永红，雷卫中．企业文化建设中的“心理契约”的构建[J]．山西财经大学学报，2002，24(2)：49-51．
[42]姜曦，余呈先．领导与管理变革中的心理契约重建[J]．管理百科，2003，5：31-33．
[2]徐国华，张德，赵平．管理学[M]．北京：清华大学出版社，2002．132-133．
[3]Churchill N C, Lewis V L. The five stages of small business growth[J]. Harvard Business Review, 1983,61(3):30-50.
[4]厄威克·弗莱姆兹．增长的痛苦[M]．北京：中国经济出版社，1998．1-32．
[5]伊查克·爱迪思．企业生命周期[M]．北京：华夏出版社，2004．1-228．
[6]谢科范，罗险峰．企业寿命周期分析[J]．武汉汽车工业大学学报，1999，21(6)：48-51．
[7]陈佳贵．关于企业生命周期与企业蜕变的探讨[J]．中国工业经济，1995，11：5-13．
[8]李业．企业生命周期的修正模型及思考[J]．南方经济，2000，2：47-50．
[9]王养成，张俊杰．企业不同发展阶段的人力资源战略与策略[J]．中国人力资源开发，2004，5：15-19．
[10]刘苹，陈维政．企业生命周期与治理机制的不同模式选择[J]．财经科学，2003，5：73-76．
[11]周晓虹．现代社会心理学[M]．上海：上海人民出版社，1997．18-58．
[12]罗宾斯．组织行为学[M]．北京：中国人民大学出版社，1997．15-50．
[13]Argyris C. Understanding organizational behavior[M].Tavistock Publications, 1960.23-58.
[14]Levinson H, price C R, Munden K J, et al. Men, Management and Mental Health[M].Harvard University Press, 1962.36-77.
[15]Kotter J P. The psychological contract[J].California Management Review, 1973,15:91-99.
[16]Schein E H. Organizational psychology[M]. New Jersey: Prentice Hall, 1980.55-109.
[17]Rousseau D M. New hire perceptions of their own and their employer's obligations:a study of psychological contract[J].Journal of Organizational Behavior, 1990, 11:389-400.
[18]程兆谦．购并整合中的心理契约重构[J]．当代财经，2001，1：75-78．
[19]陈加洲，凌文铨，方俐洛．组织中的心理契约[J]．管理科学学报，2001，4(2)：74—78．
[20]Herriot P, Manning E G, Kidd J M. The content of the psychological contract[J]. British Journal of Management, 1997, 8:151-162.
[21]Rousseau D M, Tijoriwala S A. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change[J]. Journal of Applied Psychology, 1999, 84(4):514-528.
[22]Robinson S L. Trust and breach of the psychological contract[J]. Administrative Science Quarterly, 1996, 41(4):574-599.
[23]Millward L J, Hopkins L J. Psychological contracts, organizational and job commitment[J]. Journal of Applied Social Psychology, 1998,28(16):1530-1556.
[24]Kickul J, Lester S W. Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior[J]. Journal of Business and Psychology, 2001, 16:191-217.
[25]Shapiro J C, Kessler L. Consequences of the psychological contract for the employment relationship: a large scale survey[J]. Journal of Management Studies, 2000, 17:903-930.
[26]Arnold J. The psychological contract:a concept in need of closer scrutiny[J]? European Journal of Work and Organizational Psychology, 1996,15:511-520.
[27]Robinson S L, Morrison E W. Psychological contracts and OCB:the effect of unfulfilled obligations on civic virtue behavior[J]. Journal of Organizational Behavior, 1995,16(3):289-298.
[28]Morrison E W, Robinson S L. When employees feel betrayed:a model of how psychological contract violation develops[J].Academy of Management Review, 1997,22(1):226-256.
[29]Turnley W H, Feldman W C.A discrepancy model of psychological contract violation[J].Human Resource Management Review, 1999,9(3):367-386.
[30]Violet, Laurie, Rousseau. Responses to broken promises: Does personality matter[J]? Vocational Behavior, 2004,65:276-293.
[31]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．
[32]胡燕祥．论中国儒家传统管理思想对现代企业管理的负面影响[J]．经济师，1999，5：6—9．
[33]陈加洲，凌文辁，方俐洛．心理契约的内容、维度和类型[J]．心理科学进展，2003，11(4)：437—445．
[34]顾力刚，韩福荣，徐艳梅．企业年龄研究[J]．外国经济与管理，2000，12(22)：8-12．
[35]高拴平，蔡婷婷．从心理契约角度提高员工工作绩效[J]．财经界，2006，3：44-45．
[36]徐志刚．论语通译[M]．北京：人民文学出版社，1997．25-29．
[37]张振洪．中国古代哲学思想对现代人才管理的启迪[J]．商场现代化，2006，1：81．
[38]高蕾蕾，李建设．基于心理契约的领导技能与方法研究[J]．大连海事大学学报，2006，5(4)：92—94．
[39]刘莹，李志祥．基于心理契约的企业管理研究集团[J]．经济研究，2006，11：260-261．
[40]刘晓宁，谢莉莉．基于心理契约的企业员工培训[J]．科技情报开发与经济，2006，16(6)：210-211．
[41]吴国英，牟永红，雷卫中．企业文化建设中的“心理契约”的构建[J]．山西财经大学学报，2002，24(2)：49-51．
[42]姜曦，余呈先．领导与管理变革中的心理契约重建[J]．管理百科，2003，5：31-33．