Effect of Knowledge about Workers' Psychological Contract Imbalance on Organizational Performance

Knowledge-based employees are the inexhaustible motive force for the sustainable development of modern enterprises. Being consistent with the psychological expectation of knowledge-based employees is conducive to stimulating the intrinsic motivation of knowledge-based employees and promoting the innovation performance of enterprises. Based on 175 valid questionnaires,the analysis shows that the knowledge about employees' psychological contract can be divided into two-dimension, transactional or relational dimension. Both of them are independent to each other.The correlation analysis shows that the transactional psychological contract and relational psychological contract have positive correlation with team performance and organization performance.At the same time, the team performance and organization performance have positive correlation. Regression analysis shows that compared with relational psychological contract,transactional psychological contract can promote team performance and organizational performance more effectively. Both two psychological contracts can mediate the organizational performance by virtue of team performance.

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.

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.

Discussion of the mode of the management in the college students from the perspective of the counselors - the psychological contract

In the colleges and universities, the relationship between the instructors and the students is very close. The counselors carry out the scientific and reasonable management on the life and learning of the students, and the students meet with the problems in their life and learning and exchange and communicate timely with the counselors, which is the process to realize the functions of the counselors. Then the management of the instructors built on the psychological contract is the more perfect, comprehensive, and scientific management mode. This kind of the management mode is not only very conducive to the development of the students, but also conducive to the interaction and communication between the counselors and the students. In a relaxed and harmonious atmosphere, the student＇s development will be more healthy and positive. This paper elaborates and analyzes several aspects in view of the management of the psychological contract of the university counselors.

Research on the Management Mechanism of Teachers in Public Security Colleges and Universities Based on Psychological Contract

In today＇s management of the teaching staff of public security colleges and universities, the research on the Psychological Contract problem is not only beneficial to the management and estimation of the teachers, but also has an important role in the coordination and stability of the whole system of public security colleges and universities. Based on the theory of Psychological Contract, this paper expounds the basic understanding and research value of Psychological Contract, and puts forward the measures to cultivate teachers＇ good character and understanding, and as well as coordinate teachers＇ needs, effectively change teachers＇ attitude and actively promote the establishment of good interpersonal relationship to explain the research on the Management Mechanism of Teachers in Public Security Colleges and Universities from the Perspective of Psychological Contract.

Psychological Contract within Labor Relation and Its Management Strategy

The paper argues that labor contracts between employees and organization includes two facets, i.e. economic contracts and psychological contracts, and along with enterprise competition becoming fierce increasingly and labor force becoming diversified all the more, the psychological contracts have crucial effects on employees＇ attitudes, behaviors and performances. We also argue that, under the challenging organization context, if managers want to make strategic partnership with employees, they must link employees with hearts, pay attention to the management of psychological contracts before, during and after signing labor contracts, and keep dynamic equilibrium of psychological contracts.

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.

Influence of Psychological Contract on Customer Loyalty to Drugstores

Objective To discuss the influence of the two-way psychological contract on customer loyalty to drugstores, and to put forward some suggestions for managers of drugstores to improve the customer loyalty based on the facts that drugstores have to give emphasis to such problems as how to keep their customers and improve customer loyalty due to the influence factors, such as the rich channels of drug purchase, the individualization of the demands for drug purchase and the strict requirements for the quality of service on the basis of psychological contract theory. Methods A total of 241 valid questionnaires were distributed in Shenyang to collect data and the data was analyzed by SPSS 24.0. Results and Conclusion The data analysis show that the transaction type and relational psychological contract of both drugstore employee’s and customer’s responsibility performance have significant influence on customers loyalty, and the transaction psychological contract of employee’s responsibility performance has the greatest impact on customers loyalty. Therefore, to improve customer loyalty, drugstores should provide reasonable services on the basis of satisfying the customers’ psychological contract, and actively guide the customers to fulfill their own responsibility so as to increase sales.

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.

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.

教学医院护士心理契约现状调查

目的调查云南省教学医院护士心理契约现状,了解护士心理契约形式及心理契约满足得分情况,对比心理契约医院义务和护士义务特点,为护士心理契约管理提供基础依据。方法于2022年5—6月采用简单随机抽样法,抽取云南省3所教学医院的402名护士进行调查,采用ROUSSEAU发展的心理契约调查表进行调查。结果心理契约形式得分由高到低分别是关系型(3.21±0.78)分,平衡型(3.17±0.72)分,交易型(2.64±0.71)分,心理契约满足得分为(3.53±0.69)分。对比医院义务和护士义务的心理契约,所有维度差异有统计学意义(P<0.01)。结论云南省3所教学医院护士心理契约形式处于良性状态,但护士感知到自己与医院的心理契约义务,护士付出较医院付出更多,心理契约满足有待提高。

企业领导权变奖励影响员工职业承诺机理探讨

企业领导权变奖励影响员工职业承诺有赖于由员工心理契约违背中介完成并受制于员工权力距离的调节。笔者基于组织公平理论,构建了企业领导权变奖励影响员工职业承诺机制的一个有调节的中介模型,在此基础上以590份来自对中国内地企业普通员工问卷调查的有效数据,运用层级回归和bootstrap方法实证检验了企业领导权变奖励与员工职业承诺之间的关联。检验结果证实:企业领导权变奖励显著正向影响员工职业承诺;员工心理契约违背部分中介作用于企业领导权变奖励对员工职业承诺的影响;员工权力距离既与企业领导权变奖励影响员工职业承诺的关系负相关,也反向调节此间员工心理契约违背的中介作用。本研究通过尝试性地将员工心理契约违背和员工权力距离等相关变量引入对企业领导权变奖励影响员工职业承诺关系模型的实证检验,揭示了企业领导权变奖励对员工职业承诺的相关影响机理,从领导奖励层次与员工职业承诺的关联上扩展了组织公平理论的应用边界,丰富了有关公司内部治理方面的现有文献,研究结论有助于为企业经营管理中制定科学合理的奖惩条例和处理好企业领导与员工的干群关系提供理论依据。

契约式管理对帕金森病患者自护能力、运动功能及日常生活能力的干预效果

目的探讨契约式管理对帕金森病患者自护能力、运动功能及日常生活能力的干预效果。方法选取2019年9月至2023年8月郑州大学第一附属医院收治的120例帕金森病患者作为研究对象,按随机数表法分为对照组和观察组各60例。对照组患者给予常规护理,观察组患者在对照组基础上给予契约式管理,两组患者均干预6个月。比较两组患者干预前后的心理状态[焦虑自评量表(SAS)、抑郁自评量表(SDS)]、自护能力[自我护理能力测定表(ESCA)]、运动功能[统一帕金森病评定量表(UPDRS)Ⅲ]、平衡功能[Berg平衡量表(BBS)]和日常生活能力[日常生活能力量表(ADL)]的变化。结果干预后,观察组患者的SAS、SDS评分分别为(43.22±3.86)分、(45.75±5.29)分,明显低于对照组的(49.75±4.17)分、(53.09±6.30)分,ESCA评分为(141.08±7.25)分,明显高于对照组的(126.39±10.63)分,差异均有统计学意义(P<0.05);干预后,观察组患者的UPDRSⅢ评分为(22.15±4.11)分,明显低于对照组的(27.36±5.09)分,BBS评分为(49.36±3.21)分,明显高于对照组的(42.27±1.87)分,差异均有统计学意义(P<0.05);干预后,观察组患者ADL的生活自理量表、工具性日常生活能力量表评分及总分分别为(8.83±1.02)分、(12.22±1.27)分、(21.05±3.28)分,明显低于对照组的(11.12±1.36)分、(15.63±1.54)分、(26.75±4.17)分,差异均有统计学意义(P<0.05)。结论契约式管理可减轻帕金森病患者负性情绪,改善患者运动、平衡功能,提升患者自护能力和日常生活能力。

基于心理契约的教师激励机制研究

高校教师是高校生存和发展的力量之源,制定合理、高效的激励机制对高校教师进行有效地激励是高校创新发展的重要任务。在心理契约的基础上,从交易维度、关系维度和发展维度三个方面构建了高校教师激励机制的系统动力学模型,并进行了仿真分析。结果表明,心理契约的交易维度、关系维度和发展维度均对教师的激励有明显的作用,交易维度的激励效果更为显著。另外,针对不同的教师群体从心理契约角度设计的差异化的激励机制能最大限度地发挥激励的作用。

心理契约视角下高职院校学生顶岗实习的实证研究

顶岗实习期间学生与企业之间的心理契约在很大程度上决定了未来学生在实习企业的留职率,对促进学生学习岗位实际技能、定向未来职业具有深远的意义。本研究从学生个人变量和实习企业变量两个角度考察了518名公办院校高职学生顶岗实习期间的心理契约,结果表明,顶岗实习期间的心理契约在学生的性别、独生与否、生源地等人口学因素上差异显著,在实习企业性质和实习企业工作获得来源等企业因素上也存在显著差异。前置顶岗实习相关工作,改变学生对顶岗实习的认知,有利于提高顶岗实习满意度,深化校企合作,实现产教融合。

企业社会责任与员工情感承诺——基于酒店兼职员工的研究

服务企业尤其是旅游企业中兼职员工已经呈现出常态化与规模化发展,兼职员工逐渐从关注薪酬的经济人向注重自我发展的社会人转变,这一群体日益增长的非经济需求成为企业内部社会责任实践与研究所面对的重要问题。文章以酒店企业兼职员工为研究对象,在501份调查问卷数据基础上,围绕酒店兼职员工感知的企业内部社会责任对其情感承诺的影响作用,同时引入心理契约破裂与工作年限等变量展开实证研究。研究结果表明:酒店企业内部社会责任与兼职员工情感承诺之间存在倒U形关系,心理契约破裂在其间起到中介作用,工作年限正向调节酒店企业内部社会责任与心理契约破裂的正U形关系,拓展了对兼职员工这一特殊群体的研究,揭示了企业内部社会责任与情感承诺之间的作用机制。在此基础上进一步提出了提供良好的内部社会责任环境、关注员工心理变化状态、精细化管理不同细分员工群体等人力资源管理优化措施建议。

基于心理契约的研究生科研诚信教育长效机制

研究生学习阶段是研究生科研价值观形成的关键时期,基于心理契约的研究生科研诚信教育是具备预防性、启发性的科研诚信管理方法,相比于以往惩罚性规定和制度,更适合研究生科研活动的特点。研究生科研诚信心理契约的建立经历EAR循环的过程,不同阶段高校教师与学生之间也将面临不同的任务,本文将从心理契约的建立、调整、实现三个方面阐述如何构建研究生科研诚信教育机制。

心理契约视角下银川市公立医院医生工作满意度提升路径研究

[目的]调查银川市公立医院医生心理契约与工作满意度现状,并从心理契约视角分析提升公立医院医生工作满意度的路径。[方法]于2022年6月采用简单随机抽样方法抽取银川市某三级甲等公立医院329名医生进行公立医院医生心理契约、工作满意度问卷调查。采用独立样本t检验和单因素方差分析研究不同人口学特征在医生心理契约和工作满意度得分上是否存在差异;采用多元线性回归分析心理契约及各维度对医生工作满意度及各维度的影响。[结果]银川市公立医院医生心理契约总得分为(3.91±0.48)分,心理契约总体履行情况呈中等偏上水平,医生工作满意度总得分为(3.49±0.45)分,总体上处于一般水平。心理契约对工作满意度有显著正向影响(β=0.731,P<0.001),对人际关系影响最大的因素是医院关系责任(β=0.263,P<0.001),对工作本身影响最大的因素是医院理念责任(β=0.340,P<0.001),对工作条件、报酬与福利影响最大的因素是医院交易责任(β=0.297,0.148,P<0.05),对培训与晋升影响最大的因素是医院发展责任(β=0.406,P<0.001),对领导与管理影响最大的因素是医院关系责任(β=0.300,P<0.001)。[结论]公立医院医生心理契约及各维度对工作满意度及各维度有显著的正向影响,要关注医院交易、发展、关系、理念责任的履行情况,增强医生归属感和认同感,激发工作积极性,提高工作满意度。

工作积极性在低年资护士心理契约和逆境商间的中介作用

目的 探讨低年资护士的心理契约、工作积极性对其逆境商的影响,明确三者的关系模型。方法 采用便利抽样法,于2022年6—8月采用一般资料调查表、心理契约量表、逆境商量表与工作积极性量表对河南省郑州市2所三级甲等医院的226名低年资护士进行问卷调查。结果 低年资护士逆境商总得分为(133.27±39.35)分。Pearson相关分析结果显示,工作积极性与心理契约呈正相关(r=0.618,P<0.001),工作积极性与逆境商呈负相关(r=-0.575,P<0.001),心理契约与逆境商呈负相关(r=-0.529,P<0.001)。低年资护士工作积极性在心理契约和逆境商之间起部分中介作用,中介效应值占总效应的46.91%。结论 低年资护士逆境商处于中等水平,护理管理者可以通过采取有效措施来构建和维护低年资护士心理契约,增加工作积极性,以提高其逆境商水平。