新生代员工心理契约对组织行为关系的影响——以西安市90后新生代员工为样本的实证研究

On the Influence of New Breed Employees' Psychological Contract on the Organizational Behavior——An Empirical Research Based on the Samples of Post- '90Generation Employees from Xi'an

从心理契约履行的理论视角,以西安市11家民营企业的90后新生代员工为样本,建立作用关系模型,探讨心理契约履行与90后新生代员工组织行为间的关系。实证研究结果表明,90后新生代员工感知到的心理契约履行程度对工作认同、组织承诺两项因子产生显著的正向作用,并通过工作认同间接影响个体离职倾向,但与工作绩效无显著相关关系,同时领导-成员交换(LMX)与90后新生代员工感知到的心理契约履行显著相关。研究结果对于认识当代90后新生代员工组织内工作行为具有理论和实践启示价值。

Based on the samples of post-＇ 90 generation employees, our study aims to investigate the relationship between PCF. and relevant work behavior factors for this special group. Our analysis result indicate that PCF has positive effect on organization commitment and work acceptance while negative effects on turnover intentions, but reveal insignificant effect on job performance. In addition, the mediating test results show that PCF acts as part intermediary role between LMX and work acceptance as well as turnover intention, and conducts impacts through its actual state. The findings are theoretically and practically meaningful for the understanding of work behaviors of Post-＇ 90 generation employees within organizations.