可雇佣型心理契约的维度及其测量  

Employability Psychological Contract and Its Measurement

作　　者：郝喜玲[1] 陈忠卫[1,2] 

机构地区：[1]安徽财经大学商学院,安徽蚌埠233041 [2]山东大学管理学院,山东济南250100

出　　处：《商业经济与管理》2012年第3期27-35,共9页Journal of Business Economics

基　　金：国家自然科学基金项目:创业团队企业家精神传承机制及管理策略研究(项目编号:70672107);教育部人文社科规划基金:基于可雇佣性的心理契约违背问题研究(基金编号:10YJA630017);安徽财经大学校级重点项目:独立学院应届毕业生的可雇佣性与初次就业关系研究(项目编号:ACKYQ1105ZD)

摘　　要：可雇佣型心理契约是指员工对于组织在履行其提高员工可雇佣性方面责任和义务的一种主观评价,包括:基于知识补充的心理契约、基于能力提高的心理契约、基于职业成长的心理契约等3个相互独立的维度。本文自主开发设计了可雇佣型心理契约的测度量表,并通过对224份有效问卷分析,验证了该量表具有很好的信度和效度,为今后拓宽并深化可雇佣性理论和心理契约理论奠定了基础。Employability psychological contract is employees＇ subjective opinion of fulfilling responsibilities and obligations for the organization in terms of improving their employability, which includes three dimensions： psychological contract based on supplementary knowledge, psychological contract based on improving ability, and psychological contract based on developing career. Meanwhile, a measurement scale for employability psychological contract is designed and based on 224 valid questionnaires, its reliability and validity are empirically tested by survey data analysis. It will enrich the research of employability and psychological contract in the future.

关 键 词：可雇佣性 心理契约 可雇佣型心理契约 测量量表 

分 类 号：F270[经济管理—企业管理]