自我效能、可雇佣型心理契约与谏言的关系——基于中小高科技企业研发人员的问卷调查

发布时间：2018-05-31 05:19

  本文选题：谏言 + 自我效能　； 参考：《心理与行为研究》2014年04期

【摘要】：对26家中小高科技企业426名研发人员进行问卷调查,探讨了自我效能与谏言的关系,以及可雇佣型心理契约的作用。PLS-SEM分析结果表明:(1)自我效能对可雇佣型心理契约各维度、谏言具有显著的正向影响;(2)可雇佣型心理契约的"角色外技能提高"和"知识和技术补充"两个维度对谏言具有显著的正向影响,并在自我效能与谏言之间起部分中介作用;可雇佣型心理契约的"职业修养和生涯发展"维度对谏言的影响不显著,其在自我效能与谏言之间也不起中介作用。
[Abstract]:A questionnaire survey was conducted among 426 R & D personnel in 26 small high-tech enterprises. The relationship between self-efficacy and remonstrance, and the function of employable psychological contract .PLS-SEM analysis showed that: 1) Self-efficacy affects each dimension of employable psychological contract. Remonstrance has a significant positive effect on remonstrance. (2) the two dimensions of employable psychological contract, namely, "improving skills outside the role" and "knowledge and technology supplement", have significant positive effects on remonstrance, and play a part of intermediary role between self-efficacy and admonition. The dimension of "professional accomplishment and career development" of employable psychological contract has no significant influence on remonstrance, nor does it play an intermediary role between self-efficacy and admonition.
【作者单位】： 天津大学管理与经济学部;天津理工大学管理学院;河北工业大学经济管理学院;
【基金】：国家自然科学基金项目(71072149)的资助
【分类号】：B848
，

本文编号：1958441