心理契约感知、组织承诺与员工创新行为的关系研究  

The Relationship of Psychological Contract Perception,Organizational Commitment And Employees Innovation Behavior

作　　者：王贵军[1] 

机构地区：[1]广州番禺职业技术学院人力资源研究所

出　　处：《中国人力资源开发》2015年第11期58-65,共8页Human Resources Development of China

基　　金：广州市科技计划项目(2013Y4300014);广东省教育厅人文社科项目(2013WYXM0162)资助

摘　　要：在创新过程中,员工创新行为会受到很多因素的影响,心理契约感知、组织承诺会直接影响着员工创新行为的主动性和积极性。基于文献研究,本文提出了四个研究假设,通过对来自国内100多家企业的1221份答卷的统计分析,发现员工心理契约感知对其创新行为表现具有很好的预测作用,员工心理契约感知状况越好,其创新行为表现就越突出;情感承诺和规范承诺对创新行为的两因素都具有较强的显著影响,尤其是情感承诺的正向预测作用十分突出;组织承诺在心理契约感知与员工创新行为关系中具有中介作用。During the process of innovation, employees innovation behavior may be affected by many factors, psychological contract perception and organizational commitment may directly affect the initiative and enthusiasm of employees innovation behavior. Based on literature review, four hypotheses and a research model had been put forward. The formal evaluation scale of employees innovative behavior had been formed by scientific methods. Through the comprehensive analysis of the 1221 questionnaires which were gained from more than 100 enterprises, the paper confirmed the good reliability and validity of the formal evaluation scale and found that an employee＇ s psychological contract perception has a good predication of his innovation behavior, the better psychological contract perception an employee has, the more outstanding innovation behavior he has. It found that affective commitment and normative commitment have a relatively obvious effect on the two factors of innovation behavior, especially the forward prediction of affective commitment is very outstanding. It also found that the organizational commitment has an intermediary role between the psychological contract perception and employee＇ s innovation behavior. The explorations about this paper＇ s conclusions, management and limitations suggestions have been put forward.

关 键 词：知识员工 心理契约感知 组织承诺 创新行为 

分 类 号：F272.92[经济管理—企业管理]