|Alternative Title||The Theoretic and Empirical Study on Employee's Ideological Psychological Contract in Transformation Period|
The traditional research of psychological contract mainly focuses on transactional psychological contract and relational psychological contract, whereas in recent years ideology-infused psychological contract has become new sight of psychological contract research. The ideology-infused psychological contract as credible commitments to pursue a valued cause or principle that are implicitly exchanged at the nexus of the individual-organization relationship. The ideology-infused psychological contract explains the employment relationship in enterprises from a new perspective.
In this research, some standard research methords, such as literature review, interview and survey were used to explore the related issues of ideology-infused psychological contract of employee in transformation period. The detail research contents included the contents of ideology-infused psychological contract, the difference between transactional, relational and ideology}infused psychological contracts and their effects on employee's organizational identification and innovative behavior, as well as the effect mechanism of ideology-infused psychological contract on employee's organizational identification and innovative behavior. Almost 800 employees in l5 enterprises which wart from 11 cities in China were surveyed and exploratory factor analysis, confirmatory factor analysis, structural equation modeling and hierarchical regression analysis were also applied analysis. The main conclusions were as the following:
First, on employee's level and organizational level, the ideology-infused psychological contract both consisted of six items. The reliability and validity of ideology-infused psychological contract contents questionnaire were highly enough. Meanwhile, whether on the organizational level or on the employees's level, ideology-infused psychological contract, transactional psychological contract and relational psychological contract could be distinguished effectively.
Second, discussion about the relation between the three types of psychological contract and their consequences, such as employee's organizational identification and innovative behavior. It was discovered that on the organizational level ideology-infused psychological contract and relational psychological contract were positively correlated with employee's organizational identification and innovative behavior, but transactional psychological contract was negatively correlated with them, on the employee's level ideology-infused psychological contract was positively correlated with employee's organizational identification and innovation behavior, relational psychological contract was only positively correlated with employee's organizational identification, but transactional psychological contract was not correlated with them.
Third, discussion about the mediate effects of job involvement, we found that on the employee's level and the organizational level, job involvement was partially mediated the relationship between ideology-infused psychological contract and employee's organizational identification, innovation behavior.
Fourth, perceived supervisor support was found to significantly moderate the relationships between organizational ideology and employee's organizational identification -and innovative behavior, as well as between employee's ideology and employee's innovative behavior.
|Keyword||理念 心理契约 念型心理契约|
|王明辉. 转型期员工理念型心理契约的理论与实证研究[R]. 北京,2010.|
|Files in This Item:|
|王明辉-博士后研究工作报告.pdf（7849KB）||科技报告||限制开放||CC BY-NC-SA||Application Full Text|
|Recommend this item|
|Export to Endnote|
|Similar articles in Google Scholar|
|Similar articles in Baidu academic|
|Similar articles in Bing Scholar|
Items in the repository are protected by copyright, with all rights reserved, unless otherwise indicated.