个性化契约对员工契约寻求行为的影响机制研究

Research on Influencing Mechanism of Idiosyncratic Deals on Employee Idiosyncratic Deal Request Behavior

近年来,随着员工工作需求的日益多样化和员工工作自主性的日渐提升,越来越多的企业开始通过与员工达成个性化的工作契约的方式,以保留和激励优秀员工。基于503名员工的调查数据,从社会信息加工理论的视角出发,运用层次回归分析方法检验个性化契约与员工契约寻求行为之间的关系,并探讨心理特权的中介作用和员工谦卑性的调节作用。研究结果表明:个性化契约能够正向影响员工的心理特权和契约寻求行为;心理特权在个性化契约和契约寻求之间起部分正向中介作用;谦卑性对个性化契约与心理特权之间的关系起负向调节作用;谦卑性进一步负向调节了心理特权在个性化契约与契约寻求之间的正向中介作用。建议管理者要谨慎处理个性化契约;可通过干预员工的心理特权来约束和规范员工的契约寻求行为;在签订个性化工作协议过程中要关注员工的个人谦卑性差异。

In recent years,with the increasing diversification of employees'work-related needs and the increasing work autonomy of employees,more and more enterprises have begun to negotiate the personalized work arrangements with employees in order to retain and motivate the valued employees.With a sample of 503 employees,drawing upon social information processing theory,we examine the influence of idiosyncratic deals(i-deals)on employees'i-deals request behavior using the method of hierarchical regression analysis.Moreover,we discuss the mediation effect of psychological entitlement and the moderation effect of the employees'humility.The results of this research show that i-deals are positively related to employee's psychological entitlement and i-deals request.The psychological entitlement partly and positively mediates the relationship between i-deals and the employee's i-deals request behavior.The employee's humility can weaken the positive effect of i-deals on psychological entitlement.It is suggested that managers should deal with the i-deals prudently,regulate their employee's i-deals request behavior by intervening their psychological entitlement,and pay more attention to employee's personal humility during the process of signing personalized work agreements.