雇佣契约对心理契约破坏影响的实证研究

Empirical Study Concerning the Effect of Employment Contract to Psychological Contract Breach

以中国某国有银行支行222名员工为样本,应用结构方程模型和分步骤多元回归等统计分析方法,研究雇佣契约对员工心理契约破坏反应的影响,即心理契约破坏与员工工作态度(工作满意度和离职倾向)间关系中雇佣契约(雇佣契约类型和持续承诺)具有的调节作用。实证结果表明,企业心理契约破坏与员工工作满意度负相关,与离职倾向正相关;雇佣契约类型调节心理契约破坏与员工工作满意度间关系,即与长期雇员相比,短期雇员工作满意度水平的变化程度更大,雇佣契约类型对心理契约破坏与离职倾向间关系不具有调节作用;持续承诺弱化了心理契约破坏与工作满意度、离职倾向间的关系,即与持续承诺低的员工相比,持续承诺高的员工对心理契约破坏的反应更为平和。

Using 222 employees in a state owned bank as sample, with help of SEM and hierarchical multivariate linear regression, this paper explored impacts of psychological contract breach on job satisfaction and turnover intention, which is moderated by labor contract types and continuance commitment to relationships. Empirical results showed that, firstly, psychological contract breach negatively related to job satisfaction, and positively related to turnover intention. Secondly, type of labor contract on- ly moderated relationship between psychological contract and job satisfaction, and comparing to perpetual employees, contingent employees decreased their job satisfaction to a greater extend. Thirdly, continuance commitment buffered relationships between psychological contract breach and job satisfaction/turnover intention.