员工心理契约及其违背后工作态度的中美跨文化比较  

Psychological Contract and Attitudinal Outcomes of Psychological Contract Breach: A Cross Cultural Comparison of Sino-US

作　　者：于珊[1] 陈晓红[1] 

机构地区：[1]中南大学商学院,湖南长沙410083

出　　处：《系统工程》2008年第2期53-61,共9页Systems Engineering

摘　　要：对130名中国大陆员工、101名美国员工在心理契约及工作满意度、组织情感承诺和离职倾向等工作态度方面进行跨文化比较研究。结果表明:两种文化背景下的员工的心理契约组织责任均包含了交易、关系和工作维度;中国员工较美国员工更重视关系维度,美国员工较中国员工更重视交易和工作维度;当心理契约违背,美国员工比中国员工产生更消极的工作态度。由于劳动力供过于求的影响,关系维度契约违背对中国员工工作态度的负面影响不及美国员工。研究证明管理者有必要对不同文化背景员工采取针对性人力资源管理措施。最后对研究结果进行讨论并提出相关建议。A sample of 130 Mainland Chinese and 101 American employees including their psychological contract, job satisfaction, organizational affective commitment, and intention to leave, we carried on the cross-culture comparative study. Results showed that both Chinese and American employees＇ psychological contract obligation contain the transactional, relational and working dimensions. The Chinese employees placed higher importance on relational dimension than the American employees. And the American employees placed more importance on the transactional and the working dimensions than the Chinese employees. Additionally, American employees responded more negative attitude to perceived psychological contract breach than Chinese employees. For recently supply excess demand in labor market, the Chinese employees reacted less negatively in working attitude to breaches of relational component of psychological contract than the American employees. The research proved that it is necessary for managers to take the pointed human resources management measure to the different cultural context staff. Finally the related application is also discussed.

关 键 词：跨文化管理 心理契约违背 工作态度 人力资源措施 

分 类 号：G04[文化科学]