心理契约在组织支持感和员工忠诚度之间传导机制的实证研究

The Psychological Contract Between Perceived Organizational Support and Employee Loyalty:An Empirical Study of Transmission Mechanism

组织支持感的主体是员工,员工忠诚度的主体是组织.在管理实践中,如何把不同主体的二者有机统一起来,是学界和企业管理者长期探索的问题.在企业层面把组织支持感、心理契约和员工忠诚度三者结合起来进行研究,使用比较成熟的量表,收集不同类型企业有效问卷223份,运用SPSS16.0和AMOS17.0对数据进行分析,验证相关假设.研究结果表明:组织支持感和员工忠诚度之间不存在相关关系;组织支持感的三个维度(工作支持、价值认同和利益关心)与员工忠诚度呈弱相关;心理契约不是中介变量,但在组织支持感和员工忠诚度之间具有传导作用.最后,对研究的结论和启示进行了分析和讨论,并指出有待进一步研究的问题.

The main body of perceived organization support is employees, organization is the main body of employee loyalty. In management practice how they are different subjects organic unity is a long-term academic and business managers to explore the issue. At the corporate level of the organizational support, psychological contract and employee loyalty combine all three studies, the use of more mature scales, collect different types of enterprises 264 valid questionnaires, using SPSS16.0 and AMOS17.0 analyze data, verify that the underlying assumptions in this paper. The results showed that： there is no correlation between perceived organizational support and employee loyalty; psychological contract is not mediating variables, but between perceived organizational support and employee loyalty with conduction. Finally, conclusions and revelations studies were analyzed and discussed, and pointed out that further study of the issue.