组织行为对管理者感知心理契约违背的影响  

The Effect of Organizational Behaviors on Managers' Perception of Organizational Psychological Contract Violation

作　　者：魏峰[1] 李燚[2] 任胜钢[3] 

机构地区：[1]长江商学院 [2]上海大学国际工商与管理学院 [3]中南大学商学院

出　　处：《南开管理评论》2006年第6期20-25,共6页Nankai Business Review

基　　金：上海市高校选拔培养优秀青年教师科研专项基金(B.99-0303-06-085)资助

摘　　要：本研究运用512个中国管理者样本检验了组织沟通、组织公正和人力资源管理行为对管理者感知心理契约违背的影响。研究发现组织沟通对管理者感知心理契约违背不存在显著影响；直接上司沟通对管理者感知管理型心理契约违背存在负向影响。对关系型心理契约违背存在正向影响；程序公正对管理者感知管理型心理契约违背有负向影响,对管理型和交易型心理契约违背有正向影响；人际公正对管理者感知管理型和关系型心理契约违背有负向影响；人力资源管理实践对管理者感知心理契约违背有负向影响。This study investigates 512 managers from a wide variety of research sites and tests the role of communication, justice and human resource management practice on managers＇ perception of organizational psychological contract violation. The results suggest that： Organizational communication with its managers is not significantly related to managers＇ perception of organizational psychological contract violation. Supervisor＇s communication is negatively related to managers＇ perception of managerial psychological contract violation, positively related to relational PCV; procedural justice is negatively related to managers＇ perception of managerial PCV, positively related to relational and transactional PCV; interactional justice is negatively related to managers＇ perception of managerial and relational PCV. Human resource management practice is negatively related to managers＇ perception of PCV.

关 键 词：组织沟通 组织公正 人力资源管理实践 心理契约违背 

分 类 号：C936[经济管理—管理学]