心理契约破坏研究述评与展望  

Review of Psychological Contract Breach and Future Prospects

作　　者：俞嘉萍 车丽萍[1] YU Jia-ping;CHE Li-ping(Colleg of Management,University of Shanghai for Science and Technology,Shanghai 200093,China)

机构地区：[1]上海理工大学管理学院,上海200093

出　　处：《中国林业经济》2018年第1期106-109,共4页China Forestry Economics

摘　　要：现有研究证实:造成心理契约破坏的因素包括个体因素、组织与雇员关系因素以及组织战略因素。影响效应的变量主要来自个体气质、雇员对组织认知和组织环境。面对心理契约破坏时,雇员会采取不同应对方式并产生不同的结果。对这些研究结论予以概括,指出未来可以深入探求心理契约破坏的内部结构,对企业外部环境的影响以及非正式员工的心理契约破坏,以进一步完善相关研究的理论基础。Research has confirmed that psychological contract breach may result in psychological contract violation.Factors causing psychological contract breach include individual factors,organization-employee relationship factors and organizational strategic factors.The variables influencing the effect are mainly from the individual temperament,the employees'cognition to the organization and the organizational environment.In the face of psychological contract breach,employees would take different coping strategies and get different outcomes.The author summarizes these findings and points out that the internal structure of psychological contract breach,its impact on the external environment and psychological contract breach of informal staff can be further explored in the future.

关 键 词：心理契约破坏 前因变量 扩展模型 后破坏模型 

分 类 号：F240[经济管理—劳动经济]