Influence of Blocking-Stressors on Post-90s Employees’ Occupational Mobility: The Chain Mediating Effect of Psychological Contracts and Negative Emotion

To clarify the mechanism of blocking-stressors,psychological contracts,and negative emotions on post-90s employees’occupational mobility,based on the literature study,a hypothetical model of the relationship was established.Using the blocking-stressor,psychological contract,negative emotion,and occupational mobility scales,317 post-90s employees were selected to investigate their status.It used correlation analysis and intermedi-ary effect tests to verify the hypothesis model.The results showed that:first,there were significant positive cor-relations between blocking-stressors,negative emotions,and occupational mobility,while indicating a significant negative correlation with the psychological contract;second,blocking-stressors can directly and significantly pre-dict occupational mobility;and third,blocking-stressors can indirectly affect occupational mobility through the mediating role of negative emotions and the chain-mediating role of psychological contracts and negative emo-tions.The effective intervention of blocking-stressors,psychological contracts,and negative emotions can reduce the rate of occupational mobility and provide some guidance for enterprises in making rational use of human resources.

The impact of nurses’organizational commitment on their perceptions of the work environment:Strong mediating effect of the psychological contract

Objective:The objective is to assess the direct and indirect effects of nurses’organizational commitment(OC)on their work environment perceptions(WEP)and the role of the psychological contr act(PC).Methods:A cross‑sectional quantitative study of 3047 registered nurses in four Chinese hospitals was conducted.The Essentials of Magnetism II(Chinese version),OC,and PC scales were used in the study,and the structural equation modeling was used to assess the connections among variables.Results:The results showed that OC was positively correlated with WEP(r=0.561,P<0.001),and PC was negatively correlated with the WEP(r=−0.717,P<0.001),and OC(r=−0.739,P<0.001).Nurses’PC played a strong mediating role between OC and WEP,accounting for 87.64%of the total effect.Besides,PC played an important role in creating a healthy work environment.Conclusions:The exploration of the relationships among WEP,PC,and OC provides new insights for hospital managers to build a better work environment for nurses,which is conducive to maintaining a stable nurse team and providing high‑quality nursing services for patients.

Nursing team management and construction from the perspective of psychological contract

The psychological contract is a set of personal beliefs about the reciprocal obligations and rights established in an exchange relationship,and high-level fulfillment of psychological contract helps the development of a team.This study summarizes the concept and theoretical basis of psychological contract,the influencing factors and intervention status of nurse psychological contract,and constructs a psychological contract intervention model to provide reference and reference for better construction and management of nursing teams.

The Relationship Between Job Burnout and Psychological Contract of Employee from the Perspective of Organizational Psychology

In a fast-paced career,employees are facing more and more pressure,and job burnout caused by long-term work pressure has become the main reason for many employees to leave.If the job burnout can’t be effectively resolved,it will have a great impact on personal future development and the good running of the enterprise.Starting from the perspective of organizational psychology,this study investigates 200 employees on their psychological contracts and job burnouts to discover the relationship between them that people are most concerned about at the moment,so as to propose some reasonable suggestions to improve the employee job burnout and enhance the mutual identification between employee and the company.The research results show that job burnout and psychological contract show a critically negative correlation;the stronger the psychological contract,the lower the probability of employee job burnout.In addition,the establishment of a strong psychological contract between the company and the employee can effectively reduce the employee’s job burnout,thereby ensuring the mutual benefit of the employee and the company.

Countermeasures Against Job Burnout Among College and University Administrators from the Perspective of Psychological Contract Theory

Administrators are the implementers of the management in colleges and universities;however,their job scopes are relatively boring and complicated,with heavy workload and high work pressure,causing some of them to be less active and slack off in their careers.Therefore,under the guidance of psychological contract theory,colleges and universities should adopt various measures to deal with job burnout among college and university administrators.In this paper,the main causes of job burnout among college and university administrators are analyzed,and specific countermeasures are proposed from the perspective of psychological contract theory,hoping to help college and university administrators improve their work enthusiasm.

Research on Supplier Relationship Management of the Main Manufacturer of Large Aircraft Project:A Psychological Contract Perspective

The main manufacturer and its suppliers＇ relationship management is very important for success of the large aircraft project. The study concentrates on analysis of the relationship management on a psychological con- tract perspective, shows that constructing good psychological contract is useful to promote mutual trust, reduce the transaction cost caused by incompleteness of formal contract, avoid the risk of supplier management between the main manufacturer and suppliers of the large aircraft project. And with further understanding of the dynamic contracting process as well as formation framework of psychological contract between the main manufacturer and suppliers, we can better understand the relationship black-box and provide a new perspective for the study of the relationship management, then given some constructive suggestions to supplier relationship management.

心理契约对基层全科医师工作绩效的影响机制:离职倾向的中介调节作用

目的 分析心理契约对基层全科医师工作绩效的影响机制,探析离职倾向在其中的中介调节作用,为基层全科医师队伍建设提供依据。方法 采用问卷调查对南京市浦口区基层医疗卫生机构的全科医师进行调研,收集其社会人口学信息,测量其心理契约、工作绩效和离职倾向水平,拟合多重线性回归模型分析作用机制和中介调节效应,验证本研究的4个研究假设。结果 基层全科医师心理契约对工作绩效存在正向促进作用(b=0.554,P<0.001)。纳入离职倾向后,心理契约和队伍稳定性对于工作绩效均存在正向促进作用(b=0.285、0.357,P<0.001)。纳入心理契约和离职倾向的交互项后,交互项的偏回归系数差异具有统计学意义(b=-0.013,P=0.006),说明低离职倾向抑制了心理契约提升工作绩效的正向作用。结论 应重视基层全科医师内在情感(即心理契约)的激励作用,采用多举措降低离职意愿,提升职业认同,避免发生“出工不出力”现象,促进工作绩效提升和基层全科医师队伍稳定。

基于心理契约的研究型医院专职科研人员工作满意度

目的 探究心理契约对专职科研人员工作满意度的影响及作用机制。方法 选取上海市5家以高水平研究型医院为目标的三级甲等综合医院全部304名专职科研人员作为研究对象,采用“心理契约”相关量表对其开展问卷调查。应用SPSS 23.0对调查结果进行统计分析。结果 受调查专职科研人员心理契约评分为(4.38±0.55)分,处于中等水平,工作满意度评分为(3.61±0.68)分处于中等偏下水平。心理契约与工作满意度间呈明显正相关(P<0.01)。女性、高学历专职科研人员满意度较低,需加以关注。结论 以高水平研究型医院为目标的三级甲等医院管理者及科研管理者应从专职科研人员编制、薪酬保障、职业成长机制制定、良好的工作和人际环境营造等方面着手,促进医院专职科研人员工作满意度得到有效提升。