非典型雇佣关系背景下导游心理契约与敬业度关系研究:公平敏感性的调节作用

The Effect of Tour Guide’s Psychological Contract on Engagement Under the Background of Non-standard Employment:The moderating role of fairness sensitivity

非典型雇佣背景下,导游敬业度不仅受到组织资源因素影响,更受个体资源投入意向影响.基于资源保存理论,研究了导游心理契约对敬业度的影响以及公平敏感性的调节作用.结果发现:导游心理契约组织责任、个体责任越高,导游敬业度也越显著;在心理契约组织责任与敬业度的关系中,公平敏感性发挥负向调节作用,而在心理契约个体责任的关系中,公平敏感性发挥正向调节作用.研究结果说明,非典型雇佣员工敬业度的主要影响因素来源于个体资源投入意愿,提高心理契约个体责任水平,是提升敬业度的关键,同时,员工的公平敏感程度越强,越可能产生组织资源投入不足的认知,进而降低敬业度水平以促成资源交换均衡.

Non-standard employment is widely used in China's tourism industry.Employees'engagement is not only affected by by organizational resource input,but also by individual resource investment intention.Based on COR theory,this study analyzed the relationship between psychological contract and engagement of tour guide and the moderating role of fairness sensitivity.The results showed that,the organizational responsibility and individual responsibility of psychological contract had a significant positive impact on engagement of tour guide.The fairness sensitivity played a negative moderating role in the relationship between organizational responsibility of psychological contract and engagement,however,it played a positive role in the relationship between individual responsibility of psychological contract and engagement.These results indicated that the main incentive factors of employees'engagement came from willingness of individual resource input.Employee with high fairness sensitivity was more likely to have the perception that the organization's resource input was insufficient,thereby reducing the level of engagement and promoting a balanced exchange of resources.