冲突管理对员工心理契约的影响研究

发布时间：2018-04-20 18:06

本文选题：冲突管理 + 心理契约　；参考：《北方工业大学》2017年硕士论文

【摘要】：随着企业对人才的重视,员工的心理契约越来越受到企业管理者及研究人员的关注,影响员工心理契约变化的最直接的因素是冲突管理,不同的冲突管理策略对员工的心理契约变化起到不同的影响,因此研究冲突管理与员工心理契约的关系具有十分重要的意义。本文在现有研究的基础上分析不同冲突管理策略对员工心理契约的影响,并引入大五人格作为调节变量,构建了冲突管理策略对员工心理契约影响的模型。通过实证分析对模型进行了检验,结果表明合作型冲突管理策略对员工心理契约起正向影响作用、竞争型冲突管理策略对员工心理契约有负向影响、回避型冲突管理策略对员工心理契约无明显影响;大五人格中的情绪稳定性、外倾性、开放性、随和性和责任感均在合作型冲突管理策略对员工心理契约的影响中起负向调节作用,情绪稳定性、开放性在竞争型冲突管理策略对员工心理契约的影响中起正向调节作用;外倾性在回避型冲突管理策略对员工心理契约的影响中起负向调节作用。本研究不仅丰富了现有理论,而且能够为企业管理提供建议,在时间和精力有限的情况下,管理者可以以合作型为主,回避型为辅的冲突管理策略引导员工心理契约正向发展,做好人才保留。竞争型冲突管理策略会引导员工心理契约负向变化,可以在一定程度上帮助企业做好离职管理。对于需保留的高外倾性员工不宜使用回避型冲突管理策略。情绪稳定性及开放性低的员工对竞争型冲突管理策略更为敏感,破坏性更大。
[Abstract]:With the attention of enterprises to talents, the psychological contract of employees is paid more and more attention by enterprise managers and researchers. Conflict management is the most direct factor that affects the change of employee psychological contract. Different conflict management strategies have different effects on the change of employee's psychological contract, so it is very important to study the relationship between conflict management and employee's psychological contract. Based on the existing research, this paper analyzes the impact of different conflict management strategies on the psychological contract of employees, and introduces the Big five Personality as a regulating variable, and constructs a model of the impact of conflict management strategies on the psychological contract of employees. The results show that the cooperative conflict management strategy has a positive effect on the employee psychological contract, and the competitive conflict management strategy has a negative impact on the employee psychological contract. Avoidance conflict management strategy has no obvious influence on employee psychological contract; emotional stability extroversion openness in Big five personality; Both easygoing and sense of responsibility play a negative role in the influence of cooperative conflict management strategy on employee psychological contract, while emotional stability and openness play a positive role in the influence of competitive conflict management strategy on employee psychological contract. Extroversion plays a negative role in the influence of avoidance conflict management strategy on employee psychological contract. This study not only enriches the existing theories, but also provides suggestions for enterprise management. In the case of limited time and energy, managers can guide the positive development of employee psychological contract with the conflict management strategy of cooperation and avoidance. Do a good job of talent retention. Competitive conflict management strategy can lead to negative changes of employee psychological contract, which can help enterprises to do a good job of turnover management. Avoidance conflict management strategy should not be used for highly extroverted employees who need to be retained. Employees with low emotional stability and openness are more sensitive and destructive to competitive conflict management strategies.
【学位授予单位】：北方工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【相似文献】