中小企业雇员心理契约破裂与组织效果关系研究

Research On Relationship between Employees' Psychological Contract Breach and its Organizational Effectiveness in SMEs

我们通过两组样本对中小企业雇员心理契约组织责任的结构进行探索和检验,得出其特有的心理契约四因素结构:发展、交易、关系和保健。然后通过相关分析和层级回归分析验证中小企业雇员心理契约破裂对各组织效果变量的消极影响,并发现交易因素破裂的影响最大,表明在中小企业,物质的补偿和激励是最重要的。最后对研究结果进行讨论并提出人力资源管理建议。

Based on the through review of the past research, this paper firstly explores the construct dimension of organization＇s obligation in employees＇ psychological contract with investigation of total 415 employees of SMEs at two samples. The results of exploratory factor analysis and confirmatory factor analysis show four-dimension model. They are developing, transactional, relational and maintaining factors. Then the correlation analysis identify that psychological contract breach of SMEs＇ employees will influence organizational effectiveness negatively. And through hierarchical regression analysis, this paper compared the effect of each dimension psychological contract breach on the organizational effectiveness and found that the transactional factor is most important to the employees in SMEs. Finally the application to human resources management is also discussed.