企业员工心理契约、组织公平感与进谏行为的关系研究

发布时间：2018-03-13 17:45

本文选题：心理契约　切入点：进谏行为　出处：《南京师范大学》2014年硕士论文　论文类型：学位论文

【摘要】：近年来,心理契约和进谏行为越来越受到研究者的关注。心理契约是一种双向关系,关系的一方是员工所感知到的“组织的责任”；另一方是员工所感知的“员工的责任”。进谏行为则是员工基于对组织的认同而自发产生的有益于组织的公民行为。本文将心理契约作为自变量,进谏行为作为因变量,组织公平感作为中介变量,初步探讨三者之间的关系。本研究对南京市500名企业员工进行问卷调查,并通过SPSS和AMOS软件,采用描述性统计、方差分析、相关分析、回归分析和中介效应检验等方法,对相关数据进行统计和分析,得出以下具体结论： (1)员工心理契约在性别、工作年限和月收入上存在显著差异；组织公平感在员工年龄,月收入和领导性别上存在显著差异；进谏行为在员工性别、年龄上存在差异显著。 (2)当员工在感知组织对自己的责任时,关系型和平衡型心理契约与组织公平感的各维度呈显著正相关；当员工在感知自己对组织的责任时,交易型心理契约与程序公平和人际公平呈显著负相关。 (3)出谋划策与心理契约的六个维度均显著相关。当员工在感知自己对组织的责任时,员工的交易型心理契约感受性越强,则出谋划策行为水平越低。当员工在感知组织对自己的责任时,员工的交易型心理契约感受性越强,则规劝指正行为水平越低。当员工在感知组织对自己的责任时,员工的关系型和平衡型心理契约感受性越强,则规劝指正行为水平越高。 (4)心理契约对进谏行为有显著的预测作用。当员工在感知自己对组织的责任时,关系型和平衡型心理契约可以显著预测出谋划策行为；当员工在感知组织对自己的责任时,交易型心理契约可以负向预测进谏行为的各个维度；当员工在感知组织对自己的责任时,平衡型心理契约可以显著预测进谏行为的各个维度。 (5)组织公平感对进谏行为有显著的预测作用。分配公平和人际公平维度可以显著预测出谋划策行为；信息公平维度可以显著预测规劝指正行为。 (6)组织公平感对心理契约和进谏行为起显著中介效应。当员工在感知自己对组织的责任时,人际公平在关系型心理契约对出谋划策的影响中起完全中介效应；人际公平在平衡型员工对出谋划策的影响中起部分中介效应；当员工在感知组织对自己的责任时,信息公平在平衡型心理契约对规劝指正的影响中起部分中介效应。
[Abstract]:In recent years, psychological contract and admonition behavior have attracted more and more attention of researchers. Psychological contract is a two-way relationship. One side of the relationship is the "responsibility of the organization" perceived by the employee, the other is the "responsibility of the employee" perceived by the employee. This article regards psychological contract as independent variable, This study investigated the relationship between voice behavior and organizational justice as a dependent variable and an intermediary variable. A questionnaire survey was conducted among 500 employees in Nanjing, and descriptive statistics and variance analysis were used through SPSS and AMOS software. Correlation analysis, regression analysis and intermediary effect test are used to analyze the relevant data, and the following concrete conclusions are drawn:. 1) there are significant differences in gender, working life and monthly income in employee psychological contract, significant difference in employee's age, monthly income and leadership gender in organizational justice, and significant difference in employee's gender and age in remonstrance behavior. (2) when employees perceive the responsibility of the organization, the relationship type and balanced psychological contract have significant positive correlation with the dimensions of organizational justice, while the employees are aware of their own responsibility to the organization, 2) when the employees are aware of their own responsibility to the organization, there is a significant positive correlation between the relationship type and the balanced psychological contract. Transactional psychological contract has a significant negative correlation with procedural fairness and interpersonal justice. 3) the six dimensions of psychological contract are significantly related to the advice. When employees perceive their own responsibility to the organization, the transactional psychological contract of employees is more sensitive. When the employee is aware of the responsibility of the organization, the more sensitive the transactional psychological contract, the lower the level of persuasion and correction. When the employee is aware of the responsibility of the organization to himself, The more sensitive the relationship and balance psychological contract, the higher the level of persuasion and correction. 4) Psychological contract has a significant predictive effect on voice behavior. When employees perceive their own responsibility to the organization, the relational and balanced psychological contract can significantly predict the planning behavior; when the employee is aware of the responsibility of the organization to themselves, the relationship type and balanced type of psychological contract can significantly predict the behavior of planning, while the employee is aware of the responsibility of the organization to himself. Transactional psychological contract can predict each dimension of remonstrating behavior negatively, and balanced psychological contract can significantly predict each dimension of remonstrating behavior when employees perceive the responsibility of organization to themselves. (5) the sense of organizational justice can predict the behavior of admonition significantly. The dimensions of distributive justice and interpersonal justice can predict the behavior of giving advice, while the dimension of information fairness can predict the behavior of persuasion and correction. (6) the sense of organizational justice plays a significant intermediary effect on psychological contract and admonition behavior. When employees perceive their own responsibility to the organization, interpersonal justice plays a complete intermediary effect in the influence of relational psychological contract on advice; Interpersonal fairness plays a part of intermediary effect in the influence of balanced staff on advice and advice; when employees perceive the responsibility of organization, information fairness plays a part of intermediary effect in the influence of balanced psychological contract on persuasion and correction.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B844.3

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