企业员工情绪智力对心理契约的影响研究

发布时间：2018-02-16 10:53

本文关键词： 企业员工情绪智力心理契约自我效能感　出处：《西北师范大学》2014年硕士论文　论文类型：学位论文

【摘要】：随着我国市场经济的不断发展，雇佣关系也在发生着深刻的变化。组织和个人之间的关系变得较为复杂，除了显性的劳动合同之外，组织和个人之间的心理契约也变得尤为重要。当前，关于心理契约的研究主要集中在心理契约对工作满意度、离职倾向的影响等方面的研究，关于人的心理特征和心理契约之间关系的研究却相对偏少，一些学者已经认识到人的心理特征会对心理契约产生影响。本研究在控制了人口统计学变量和自我效能感变量对心理契约影响的条件下，研究情绪智力对心理契约的影响，采用的研究方法为问卷调查法，调查问卷有《情绪智力问卷》、《员工心理契约调查问卷》和《一般自我效能感问卷》，调查的被试为兰州公航旅公司和兰州新区的企业员工，用统计学软件和相应的统计学方法对数据进行处理，，得出以下研究结果： 1.企业员工的情绪智力总体状况较好，员工的情绪智力在性别、岗位类型、月薪、企业类型上存在显著性差异，在年龄、学历、婚姻状况和工作年限上不存在显著性差异。 2.企业员工的心理契约总体状况较好，心理契约在岗位类型、月薪、企业类型上存在显著性差异，在性别、年龄、学历、婚姻状况和工作年限上不存在显著性差异。 3.企业员工的自我效能感总体状况较好，自我效能感在年龄、学历、岗位类型、月薪、企业类型上存在显著性差异，在性别、婚姻状况、工作年限上不存在显著性差异。 4.企业员工情绪智力和心理契约之间存在显著正相关，情绪智力的四个维度与心理契约的各维度之间也存在显著正相关。情绪智力是心理契约的有效预测变量，情绪智力的自我情绪调控和运用情绪维度是组织责任维度的有效预测变量，情绪智力的自我情绪调控、调控他人情绪和运用情绪维度是员工责任维度的有效预测变量。最后，本研究提出了相应的管理建议，情绪智力是人才招聘和晋升的重要指标，可以通过教育培训或员工之间的互相帮助等管理手段来提高员工的情绪智力，从而提高员工和企业之间的心理契约，这为相关的决策者提供了一定的参考。
[Abstract]:With the continuous development of the market economy in China, the employment relationship is also undergoing profound changes. The relationship between organizations and individuals has become more complex, in addition to explicit labor contracts, The psychological contract between organizations and individuals has also become particularly important. At present, the research on psychological contract mainly focuses on the impact of psychological contract on job satisfaction, turnover intention, and so on. However, there are few researches on the relationship between psychological characteristics and psychological contract. Some scholars have recognized that the psychological characteristics of human beings have an impact on psychological contract. This study studies the influence of emotional intelligence on psychological contract under the condition of controlling the influence of demographic variables and self-efficacy variables on psychological contract. The research methods used were questionnaire survey, which included emotional intelligence questionnaire, employee psychological contract questionnaire and general self-efficacy questionnaire. The subjects were employees of Lanzhou Public Travel Company and Lanzhou New District. Using statistical software and corresponding statistical methods to process the data, the following results are obtained:. 1. The general state of emotional intelligence of employees in enterprises is better. There are significant differences in emotional intelligence of employees in gender, post type, monthly salary and enterprise type, but there is no significant difference in age, educational background, marital status and working years. 2. The general state of psychological contract of employees in enterprises is better. There are significant differences in the types of posts, monthly salary and types of enterprises, but there is no significant difference in sex, age, education, marital status and working life. 3. The overall self-efficacy of employees in enterprises is better. There are significant differences in self-efficacy in age, academic background, post type, monthly salary and enterprise type, but there is no significant difference in gender, marital status and working life. 4. There is a significant positive correlation between emotional intelligence and psychological contract of employees, and there is a significant positive correlation between four dimensions of emotional intelligence and each dimension of psychological contract. Emotional intelligence is an effective predictive variable of psychological contract. Self-emotional control and application of emotional intelligence is an effective predictor variable of organizational responsibility dimension, self-emotional control of emotional intelligence, control of other people's emotion and use of emotional dimension are effective predictors of employee responsibility dimension. Finally, this study puts forward the corresponding management suggestions, emotional intelligence is an important indicator of talent recruitment and promotion, it can improve the emotional intelligence of employees through education and training or mutual help among employees. Thus improve the psychological contract between employees and enterprises, which provides a certain reference for the relevant decision-makers.
【学位授予单位】：西北师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B842.6

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