国企与民企员工心理契约比较研究

华中科技大学博士学位论文国有企业与民营企业员工心理契约比较研究姓名：张士菊申请学位级别：博士专业：企业管理指导教师：廖建桥20080428I()()()“”()()()(1)(2)(3)II(4)(5)IIIAbstractPsychologicalcontractisemployees’perceptionsaboutemploymentrelationship,whichconsistswhatemployeescontributetoorganizations(employeeobligation)andwhatorganizationsrewardforemployees(organizationobligation).InChinesemanagementpractices,greatdifferenceswerefoundinempolyees’perceptionsaboutemploymentrelationshipbetweenstate-ownedandprivateenterprises,whichhavedifferenteffectsonemployees’workattiudesandbehaviors.Thisthesistriedtoresolvethe‘state-ownedideologies’whichpuzzledmanagersandresearchesthroughtheresearchofthedifferencesofemployees’psychologicalcontractbetweenstate-ownedandprivateenterprises.Toresolvethisproblem,weputfocusontwoquestions.Thefirstoneisthedifferencesofpsychologicalcontractcontentsbetweenstate-ownedandprivateenterprisesemployees,namely,theirdifferentperceptionsaboutemployeeobligationsandorganizationobligationsanddifferenteffectsofemployee’svalues(careeristvsnormofreciproacity)onpsychologicalcontract.Thesecondone,thedifferencesofpsychologicalcontractbreachbetweenstate-ownedandprivateenterprises.Whethertherearedifferencesinthelevelofcontractbreachinthetwokindsofenterprises,andhowmanagerialideologiesaffectpsychologicalcontractbreachandbreachaffectsempolyees’attitudesandbehaviors.Basedontheoreticalanalysis,researchhypothesisareputforwardandvalidatedthroughimpiricalstudies.Themainconclusionsareasfollows.Firstly,psychologicalcontractisatri-dimensionconfigurationmodelconsistingofdevelopmental,transactionalandrelationalcontract.Afterhavingdocumentreviewsandtheoreticalanalysis,thisthesispresentsatri-dimensionconceptualmodel,takesadeepinquiryfrombottomtotop,combinespsychologicalcontractscalesofotherscholarsandadoptsexpertevaluations,getsapreliminaryscale,andthenanalysisandfiltersitemsthroughexploredfactoranalysisandgetsaformalscale.Theprincipalcomponentsandstructuralequationanalysisconfirmthatthefitindexoftri-dimensionconfigurationisbetterthanthatoftwo-dimensionorfour-dimensionconfiguration.Secondly,There’ssignificantdifferenceinorganization’sobligationsbetweenstate-ownedandrivateenterprises.Specifically,allthethreedimensionsoforganization’sobligationarehigherinstate-ownedenterprisesthaninprivateenterprises.There’snodifferenceinemployee’sobligations,butemployee’sdevelopmentalobligationandrelationalobligationarehigherinstate-ownedenterprises.IVThirdly,careerismandnormofreciprocityhavedifferenteffectsonpsychologicalcontracts.Carrerismonlyhaspositiveeffectsonorganization’sdevelopmental,transactionalandrelationalcontractinstate-ownedenterprises.Butinprivateenterprises,carrerismhasnegativeeffectsondevelopmental,transactionalandrelationalcontractoforganizationandemployeeobligations.Normofreciprocityonlyhasnegativeeffectsonemployee’srelationalobligationinstate-ownedenterprises,buthasnegativeeffectsonemployee’sdevelopmental,transactionalandrelationalcontractofprivateenterprises.Fourthly,therearesignificantdifferencesinpsychologicalcontractbreachanditsinfluencefactorsbetweenstate-ownedenterprisesandprivateenterprises.Thelevelofemployee’spsychologicalcontractbreachishigherinstate-ownedenterprises.Employeemanagerialideologyhasdifferenteffectsonpsychologicalcontractbreach.Theideologyofmarketcompetitionhassignificantnegativeinfluenceonpsychologicalcontractbreach,whichisstrongerinstate-ownedenterprises.Whiletheideologyofemployeeworthhassignificantpositiveinfluenceonpsychologicalcontractbreach,whichisstrongerinprivateenterprises.Finally,psychologicalcontractbreachhasdifferenteffectsonemployee’sattitudesandbehaviors.Ithasnegativeeffectsonjobsatisfaction,whichisstrongerinprivateenterprises.Ithaspositiveeffectsonorganizationalcynicism,whichisstrongerinstate-ownedenterprises.Ithasnegativeeffectsoncareercommitment,whichisstrongerinstate-ownedenterprises.Ithasnegativeeffectsonorganizationalcommitment,whichisstrongerinprivateenterprises.Ithaspositiveeffectsonturnoverintention,whichisstrongerinprivateenterprises.Thisthesishasasummarizationandtheoreticalanalysisontheresearchconclusions.Anditalsogivesadvicesforfutureresearch.KeywordsPsychologicalcontractPsychologicalcontractbreachTransactionalcontractRelationalcontractDevelopmentalcontract11(,,,2004)“”(Merit-basedRewards)1978Walder(1986)(Scott,2004)“”(Walder,1986)1995,,(2004)Tsui,WangXin(2006)332(,,,2004)(Danwei)(1999,20021999,2000)(,2003)(2002)(2005)“”3209019938700199410000199715000199825000199932000(2003)301.1208090208030(Maslow)(Herzberg)(Adams)(Vroom)4(McClelland)(Homans,1974)(SocialExchangeTheory)(NormofReciprocity)2080-2090“”(HerriotPemberton,1995)(HallMoss,1998)(DeFillippiArthur,1994)(HallMoss,1998)DeMeuseTornow(1990)195019605(HenryJenkins,1997)1.2“”(2000)6“”“”WTO“”2060208090WTO(2001)“”“”“”7201.3“”“”()1.481.4.1WalderOi(1999)5(SOE):(1)“”()()();(2)“”(3)“”(2005)1.4.21)()()392)3)4)5)6)3(1)(2)(3)7)Mowday(1979)8)101.5SPSS13.0LISREL8.50SPSS13.0LISREL8.501)2)201022SPSS13.0LISREL8.50111.62010221-11231-1131.7“”“”(1)3(2)“”(3)(4)141.847123345647152Argyris(1960)(Spindler,