高管团队心理契约与组织绩效关系的实证研究——基于企业相对规模的比较  

Empirical Study of Relationship between Psychological Contract of Top Management Team and Organizational Performance——A Comparative Research on Relative Size of Enterprises

作　　者：陈忠卫[1,2] 魏丽红[2] 王晶晶[2] 

机构地区：[1]南京大学商学院,江苏南京210091 [2]安徽财经大学管理学院,安徽蚌埠233030

出　　处：《山西财经大学学报》2009年第2期69-75,共7页Journal of Shanxi University of Finance and Economics

基　　金：国家自然科学基金项目(70672107);全国博士后科研基金资助项目(20070410331);江苏省博士后科研资助计划项目(0701043C)

摘　　要：心理契约实质上是一种关于关系双方对等权利义务的主观假设或约定。由于高管团队成员在企业成长中处于关键性的决策者位置,他们与公司间心理契约关系的动态变化将影响到企业规模扩张的质量。文章以212家不同相对规模的企业为样本,实证研究表明:高管团队交易型心理契约和关系型心理契约均与组织绩效显著正相关;相对规模类型对高管团队交易型心理契约有显著影响,但对高管团队关系型心理契约没有显著影响;相对规模类型对高管团队心理契约与组织绩效的交互作用有显著影响。Psychological contract is the promises of reciprocity fight and compulsory between the two parties. As top management team is the main decision- maker in enterprise growth, the dynamic change of psychological contract between top management team and corporate will have an effect on the quality of enterprise＇ s scale dilation. Based on 212 enterprises of different relative size, this empirical study shows that transactional and relational psychological contract of top management team have positive effect on organizational performance, relative size can affect transactional but not relational psychological contract of top management team, and relative size can affect the relation between psychological contract of top management team and organizational performance.

关 键 词：高管团队 心理契约 相对规模 团队绩效 公司绩效 

分 类 号：F275[经济管理—企业管理]