基于人口特征变量的可雇佣型心理契约差异性研究  

An Empirical Research of Difference of Employability Psychological Contract based on Demographic Feature Variables

作　　者：陈忠卫[1,2] 郝喜玲[1] 

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：《现代财经（天津财经大学学报）》2012年第12期85-93,共9页Modern Finance and Economics：Journal of Tianjin University of Finance and Economics

基　　金：国家自然科学基金项目(70672107);教育部人文社科规划基金项目(10YJA630017);安徽省教育厅人文社科项目(SK2012B021);安徽财经大学校级重点项目(ACKYQ1105ZD)

摘　　要：将可雇佣性与心理契约相结合的研究范式,可以有效地识别出心理契约的内在结构差异性。使用209份有效问卷的实证研究发现:不同年龄和性别员工的可雇佣型心理契约不存在显著差异,但是,不同教育程度和收入水平员工的可雇佣型心理契约存在显著差异。这一研究结论说明了可雇佣型心理契约的特殊性,它有别于心理契约研究的传统结论。同时,该研究结论的实践意义在于,管理者应该根据员工的个体差异,对可雇佣型心理契约进行个性化和差异化管理。The research paradigm combining employment and psychological contract can effec- tively identify the inherent structure differences of psychological contract. Using 209 valid question- naires, we find that there does not exist remarkable difference of employability psychological con- tract among employees of different ages and genders. But there exist remarkable difference of em- ployability psychological contract among employees with different levels of education and salary. The conclusion illustrates the particularity of employability psychological contract, and it differs from the traditional conclusion. Its practical meaning lies in the fact that the managers should make an individualized management of employability psychological contract according to the individual differences of employees.

关 键 词：可雇佣性 可雇佣型心理契约 差异性 人口特征 

分 类 号：F713.55[经济管理—市场营销]