基于心理契约理论构建和谐劳动关系评价指标体系  

Construct the Evaluation Index System of Harmonious Labor Relations Based on Psychological Contract Theory

作　　者：周恋[1] 邓小明 李敏[1] 

机构地区：[1]华南理工大学工商管理学院,广东广州510640 [2]惠城区总工会,广东惠州516001

出　　处：《中国劳动关系学院学报》2013年第1期14-18,共5页Journal of China University of Labor Relations

基　　金：国家社科基金重点项目"和谐劳动关系系统建构与政府规制研究"(项目编号:12&ZD095)阶段成果;广东省教育厅人文社会科学研究重点攻关项目"广东经济社会转型期的劳资关系研究"(项目编号:N911039a)阶段成果

摘　　要：和谐劳动关系是雇佣双方在劳动关系过程中通过有效的机制实现双方权利、义务的平衡,达到协调和平衡的状态,其特征是规范有序、公平合理、互利共赢,因此评价企业劳动关系的和谐程度需要关注雇佣双方利益满足程度。心理契约作为劳动关系的基础和框架,描述了雇佣双方对彼此应履行责任的主观理解,雇佣双方感知到的心理契约履行程度描述了其利益满足程度。本文尝试从雇佣双方心理契约内容及其感知到的心理契约履行程度的理论视角,运用探索性和验证性因子分析构建包含管理者评价和员工评价的和谐劳动关系评价指标体系,并确定管理者和员工评价得分均为4分以上的企业为劳动关系和谐企业。最后对评价指标体系的实践应用进行探讨。Harmonious labor relations, coordinated through effective mechanisms in the process of labor relations, are defined as the coordinated and balanced state of rights and obligations between employers and employees, which is characterized by order and standard, equity and reasonability; mutual benefit and win - win. So, the extent of both parties＇ interest satisfaction is considered to be emphasized equally when evaluating the harmonious extent of enterprises＇ labor relations. Psychological Contract, made up of both parties＇ beliefs about the reciprocal obligations between employers and employees, lay at the foundation of the employment re- lationship. Both parties＇ perceived contract fulfillment reflects their interest satisfaction extent. So, based on the psychological con- tract content from dual perspective of employer and employee, as well as their perceived contract fulfillment, the evaluation index system which contains evaluations from both employers and employees is constructed through exploring factor analysis （EFA） and confirmatory factor analysis （CFA） . The enterprise, gets more than four marks from both parties, has harmonious labor rela- tions. Applications of the evaluation index system are discussed.

关 键 词：心理契约 劳动关系 评价指标体系 因子分析 

分 类 号：F249.26[经济管理—劳动经济]