心理契约破裂对组织公民行为的影响研究  

Impact of Psychological Contract Breach on Organizational Citizenship Behavior

作　　者：张生太[1] 张永云[1,2] 杨蕊[3] 

机构地区：[1]北京邮电大学经济管理学院,北京100876 [2]太原科技大学经济与管理学院,山西太原030024 [3]山西师范大学管理学院,山西临汾041004

出　　处：《北京邮电大学学报（社会科学版）》2016年第3期77-90,共14页Journal of Beijing University of Posts and Telecommunications(Social Sciences Edition)

基　　金：国家自然科学基金面上项目(71571022)

摘　　要：战略人力资源管理理论将组织员工分为不同的人力资源结构,为研究心理契约破裂和组织公民行为提供了新视角。使用这一理论,采用层次回归方法对中国北部城市企业员工调查获得的359份问卷进行分析,探讨不同人力资源结构的企业员工心理契约破裂对其组织公民行为的影响。研究表明:虽然心理契约破裂对员工组织公民行为有显著的消极影响,但对人力资源结构中不同类型员工的影响却不同。知识型员工人际维度破裂产生的消极影响最大;工作雇佣型员工规范维度破裂产生的消极影响最大;合同雇佣员工规范维度破裂产生的消极影响最大;联盟或合作工作员工规范维度破裂产生的消极影响最大。The theory of Strategic Human Resource Management divides the employees into different types of human resources structures, providing a new perspective for the study of the psychological contract breach and organizational citizenship behavior. 359 valid questionnaires obtained from the employees in northern China are analyzed by using this theory and the hierarchical regression method to explore the influence of psychological con-tract breach of the employees in different human resources structures on the organizational citizenship behavior. The research reveals that although psychological contract breach has a prominently negative effect on organizational citizenship behavior, the impact on different types of employees in human resources structures tends to be different： interpersonal dimension breach of the knowledge-based employees has the most significant negative influence ; normalized dimensional breach of the employment-based employees, contract-based employees and alliance or collaboration-based employees has the most significant negative influence. The conclusion provides theoretical basis for the effective implementation of enterprise staff management.

关 键 词：心理契约破裂 组织公民行为 人力资源结构 人力资本管理 

分 类 号：F272.92[经济管理—企业管理]