心理契约破裂对员工工作投入的影响:有调节的中介作用

The Impact of Psychological Contract Breakdown on Employees'Job Engagement:A Moderated Mediation Model

员工的工作投入直接或间接影响到组织的价值创造、竞争能力和发展前景,探究心理契约破裂对员工工作投入的影响具有重要的理论和现实意义。本研究整合社会交换理论和资源保存理论,探讨心理契约破裂对员工工作投入影响的作用机制和边界条件。实证检验结果表明:心理契约破裂对工作投入有负向作用,心理契约破裂对工作不安全感有显著的正向影响,工作不安全感在心理契约破裂对工作投入的影响中起到完全中介作用,雇佣类型调节了心理契约破裂与工作不安全感之间的关系。为了减少员工心理契约破裂的产生,本研究建议:组织应当做好与员工的沟通工作;组织应协助员工进行个人职业规划,提供必要的培训机会,并向其提供职业发展通道;管理者应帮助员工与组织及同事建立和发展长期的、互惠的、相互依赖的高质量交换关系。

While an employees'job engagement directly or indirectly affects an organization's value creation,competitiveness,and development prospects,to explore the impact of employees'psychological contract breakdown on their job engagement thus,has important theoretical and practical signifi cance.This study,by integrating social exchange theory with resource preservation theory,explores the mechanism and boundary conditions of the impact of psychological contract breakdown on the employees'job engagement.The empirical test results indicate that the breakdown of the employees'psychological contract has a negative effect on their job engagement,and has a signifi cant positive impact on their work insecurity,whilst work insecurity plays a completely intermediary role in the impact of psychological contract breakdown on the employees'job engagement.To reduce the employee's psychological contracts breakdown,this study suggests that organizations should play a positive role in communicating with employees,and assist employees in their career planning by providing them with necessary training opportunities and career development channels.Moreover,managers should assist employees in establishing and developing long-term,reciprocal and interdependent high-quality exchange relationships with their organizations and colleagues.