社会与工程心理学研究室知识库

传统的心理契约研究主要集中在交易型和关系型两种心理契约，理念型心理契约是近年来心理契约研究的一个新视角，是指个体对价值目标或原则(不局限于个人利益)追求的可信承诺，该承诺潜在地存在个体与组织的互惠关系中。

本研究采用文献分析、访谈和问卷调查等研究方法，探讨了转型期员工理念型心理契约的相关问题。研究内容主要包括:员工理念型心理契约的内容结构;三种心理契约的区别性检验以及它们对员工组织认同和创新行为的影响效果;理念型心理契约对员工组织认同和创新行为影响的机制。通过对11个城市15家企业近goo名员工进行调查，采用探索性因素分析、验证性因素分析、结构方程模型和层次回归分析等多种统计分析技术，结论如下:

第一，探索性和验证性因素分析表明，员工层面上，理念型心理契约包括6个项目,组织层面上，理念型心理契约包括6个项目。本研究编制的理念型心理契约问卷信度和效度符合心理测量学要求。同时，无论在组织层面上，还是员工层面上，理念型、交易型和关系型三种契约是可以区别开的。

第二，三种心理契约对员工态度和行为的影响效果中，在组织层面上，理念型和关系型心理契约对组织认同和创新行为具有显著正向预测效果，而交易型对组织认同有显著负向影响。在员工层面上，理念型心理契约对组织认同和创新行为具有显著正向预测效果，关系型心理契约对组织认同具有显著正向预测效果，但交易型契约对组织认同和创新行为不存在预测效果。

第三，无论在组织层面上，还是在员工层面上，理念型心理契约既直接影响员工组织认同和创新行为，同时又通过工作卷入间接影响员工的创新行为和组织认同感。

第四，主管支持感在组织理念对员工组织认同感、组织理念对员工创新行为、员工理念对员工创新行为的影响过程中起调节作用，而在员工理念对组织认同感的过程中不起调节作用。

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.