国有电力企业与员工对心理契约的认知差异研究

发布时间：2018-04-22 13:29

本文选题：电力企业 + 心理契约　；参考：《华北电力大学》2013年硕士论文

【摘要】：目前全国电力市场处在成长阶段,科学和技术的发展给电力企业的发展带来了机遇,但经营模式的大变革也带来了巨大的挑战。要提高电力企业竞争力,就必须要创造良好的人才环境,增强企业对人才的吸引力。心理契约作为企业和员工之间存在着的一种无形契约,更能对员工的行为和态度产生重要影响。已有的研究中关注员工看法的占大多数,很少有同时关注组织和员工双方的研究,但是单一角度下来研究心理契约是有所欠缺的,因此从企业和员工双向角度出发探讨心理契约的问题是当前人力资源管理领域的重要研究课题之一。本文从心理契约的理论出发,选择中层管理人员作为国有电力企业的代表,通过对他们和手下的员工进行问卷调查,使用SPSS19.0和LISREL8.7对调查所得数据进行探索性因子分析和验证性因子分析,并将中层管理人员和员工的配对数据进行配对样本T检验、相关分析以及回归分析,旨在探讨国有电力企业心理契约的结构、企业和员工双方对心理契约认知的差异以及这些差异的影响。结果证实了心理契约中企业责任和员工责任都包括三个维度：规范责任、人际责任和发展责任,而且企业和员工对心理契约中双方责任的认知均存在不同程度的差异。对企业责任的认知差异会负向影响到员工责任的履行、员工工作满意度和情感承诺,并会正向影响员工的离职倾向。对员工责任的认知差异会负向影响到企业责任的履行。本文在一定程度上丰富了双向视角下心理契约的实证研究体系,同时可以为国有电力企业中的人力资源管理提供指导,使企业能够更好的认识和了解自己的员工,更好的激励员工以提高他们的积极性和主动性。
[Abstract]:At present, the national electricity market is in the growing stage, the development of science and technology has brought the opportunity to the development of the electric power enterprise, but the great change of the management mode has also brought the huge challenge. In order to improve the competitiveness of electric power enterprises, we must create a good talent environment and enhance the attraction of enterprises to talents. As a kind of invisible contract between enterprise and employee, psychological contract can have important influence on employee's behavior and attitude. Most of the existing studies focus on employees' views, and few pay attention to both organizations and employees, but it is not enough to study psychological contract from a single angle. Therefore, it is one of the most important research topics in the field of human resource management to discuss the psychological contract from the perspective of enterprise and employee. Based on the theory of psychological contract, this paper chooses middle managers as the representatives of state-owned power enterprises, and makes a questionnaire survey on them and their employees. Using SPSS19.0 and LISREL8.7 to carry on exploratory factor analysis and confirmatory factor analysis to the data obtained from the survey, and carrying on the matched sample T test, correlation analysis and regression analysis to the matched data of middle managers and employees. The purpose of this paper is to explore the structure of psychological contract in state-owned electric power enterprises, the differences in cognition of psychological contract between enterprises and employees, and the influence of these differences. The results show that the corporate responsibility and employee responsibility in psychological contract include three dimensions: normative responsibility, interpersonal responsibility and developmental responsibility. Cognitive differences in corporate responsibility will negatively affect the performance of employee responsibility, employee job satisfaction and emotional commitment, and will positively affect employee turnover intention. The cognitive difference of employee responsibility will negatively affect the performance of corporate responsibility. To a certain extent, this paper enriches the empirical research system of psychological contract from a two-way perspective, and at the same time, it can provide guidance for human resource management in state-owned electric power enterprises, so that enterprises can better understand and understand their own employees. Better motivate employees to improve their enthusiasm and initiative.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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