心理契约多元关系路径及其影响效应研究——基于扎根理论的个案分析

Research on Multivariate Relation Path and Influential Effects of Psychological Contract——A Case Study Based on the Grounded Theory

自心理契约概念提出以来一直存在着观点上的分歧,特别是"由谁来代表组织与员工进行义务和责任的交换"尚无定论。以海底捞公司为研究对象,采用扎根理论的方法进行个案研究,探索组织与员工之间的心理契约多元交换关系及其对员工工作态度和行为的影响。结果显示,组织与员工之间的心理契约可以通过"组织责任"与"员工义务"交换、"领导人责任"与"员工义务"交换这两条直接路径,以及"主管责任"与"员工义务"交换这条间接路径来实现。

Since the concept of psychological contract has been put forward,there have been divergences of views,especially'who should be the representative to make the exchange of duties and responsibilities between organizations and employees'has not been decided yet.Taking HaiDiLao Company as the research object,this paper conducts a case study with grounded theory to explore the multi-exchange relations of psychological contract between organizations and employees and its impact on employees’working attitude and behavior.The results show that the psychological contract between organization and employee can be realized through the two direct exchange paths of'organizational responsibility'and'employee obligation','leader responsibility'and'employee obligation',as well as the indirect path of'supervisor responsibility'and'employee obligation'.