员工心理契约契合度及其评价  

作　　者：张明亲[1,2] 付睿[1] 谢立仁[1] 

机构地区：[1]西安工业大学经济管理学院 [2]西安工业大学西北兵工管理研究中心

出　　处：《企业经济》2014年第4期37-42,共6页Enterprise Economy

基　　金：国家社科基金项目"军工融合技术创新网络中的核心军工企业影响力研究"(批准号:13XJY004)

摘　　要：作为维系员工与组织关系的心理纽带,员工心理契约的主观期望与实际感知的吻合程度直接影响到员工对于组织的态度与行为。以往文献中对员工心理契约主观期望与实际感知吻合程度的研究缺乏系统性。本文引入心理契约契合度概念,对员工心理契约主观期望与实际感知吻合程度进行测量,提出了构建心理契约契合度评价指标体系的思路及测量方法,最后结合某军工研究所某研发团队的实际情况,对成员心理契约契合度进行了评价。该研究为组织衡量员工心理契约主观期望与实际感知一致性的度量提供了科学依据,增强了心理契约在实际管理工作中的应用性。As a psychological bond to maintain the relationship between the organization and employees, the consistency between sub- jective expectation and actual perception of employee psychological contract directly affect their attitudes and behaviors towards the organization. Previous literatures lack systematic studies of the consistency between subjective expectation and actual perception of employee psychological contract. In this paper, we present the psychological contract fit concept to measure the consistency between subjective expectation and actual perception of employee psychological contract, and simultaneously propose the thought and measuring method of constructing the evaluation index system of psychological contract fit. Finally, we measure employee psychological contract fit in a R＆D team of a military institute. The research provides the organization a scientific basis for measuring subjective expectation and actual perception of employee psychological contract and promotes the applications of psychological contract in the actual management.

关 键 词：心理契约 契合度理论 契合度评价 

分 类 号：F272.92[经济管理—企业管理]