心理契约维度与企业员工离职关系研究  

The Relationship of Psychological Contract Dimension and Employee's Turnover

作　　者：瞿媚[1] 赵璟[1] 

机构地区：[1]西南林业大学经济管理学院,昆明650224

出　　处：《中国林业经济》2012年第5期57-61,共5页China Forestry Economics

摘　　要：对于企业员工来说,他们工作的有效性、工作满足感的程度,以及能否一直对企业保持责任感、忠诚心,主要取决于双方心理契约的实现过程。从心理契约组织责任与员工责任维度来探讨心理契约与企业员工离职之间的关系,了解心理契约各个维度及工作满意度对离职倾向的影响程度。引入心理契约的相关理论,通过设计有针对性的调查问卷,提出假设,进行实证研究验证假设:心理契约中组织及员工的责任各维度对员工满意度存在正向影响,对员工离职意向具有负向影响。根据实证研究结果,提出了构建企业与员工良好心理契约关系的具体措施,为企业人力资源管理的实际工作提供一定的指导。For enterprise employees ,whether they can work effectively and have always maintained a sense of responsibility, loyalty and enthusiasm to their enterprise, whether they get the sense of satisfaction from their work, Depend largely on the psychological contract fulfillment process between the employees and enterprises. This paper attempts to analyze the relationship of the employees＇ psychological contract and turnover intention from two aspects： organizations＇ obligations and employees＇ obligations, and understands what affect psychological contract and job satisfaction have on turnover intention. Theories on psychological contract is introduced in the first place,followed by a relevant survey,a hypothesis and a demonstrative study. Then ,according to empirical findings,the research provides some proposal of building positive psychological contract and give a practical guide to human resources management.

关 键 词：心理契约 心理契约维度 员工满意度 离职倾向 

分 类 号：F325.22[经济管理—产业经济]