并购过程中员工心理契约双环修复模型研究  

A Study of Double-annular Repairing Model of Employees' Psychological Contract during Organization's Merge Process

作　　者：王静[1] 

机构地区：[1]山东建筑大学商学院,山东济南250102

出　　处：《重庆大学学报（社会科学版）》2013年第4期85-91,共7页Journal of Chongqing University(Social Science Edition)

基　　金：2012年山东省社会科学规划研究项目"中小型上市公司财务战略研究--以山东省为例"(12CKJJ10)

摘　　要：选取一家并购企业作为研究对象,通过案例分析的方法,尝试推论出组织并购行为对员工心理契约的影响,定性地总结出以下结论:组织并购过程中,员工心理契约稳定性更易受到影响;针对破裂的心理契约,存在员工自我修复机制和组织修复机制,使得员工破裂的心理契约回复到平衡的状态;员工自我修复失败的心理契约可能进一步演化为契约违背。A enterprise being engaged in merge process has been chosen as subject investigated. Through study of case analysis, this article tried finding contract, and qualitatively summarizing valuable contract is more easily influenced during a merge the impact of organization＇ s merge on employees＇ psychological conclusions as following： stability of employee＇ s psychological process. After psychological contract breach, there exists self-re- pairing mechanism and organizational repairing mechanism which help repair broken psychological contract and bring them back to stable and balanced state. If a broken psychological contract cant be repaired successfully through self-repairing mechanism, it will degenerate into a violated psychological contract.

关 键 词：组织并购 心理契约 修复机制 

分 类 号：F406.13[经济管理—产业经济]