本文選題：心理契約　切入點：進諫行為　出處：《南京師范大學》2014年碩士論文　論文類型：學位論文

【摘要】：近年來,心理契約和進諫行為越來越受到研究者的關(guān)注。心理契約是一種雙向關(guān)系,關(guān)系的一方是員工所感知到的“組織的責任”；另一方是員工所感知的“員工的責任”。進諫行為則是員工基于對組織的認同而自發(fā)產(chǎn)生的有益于組織的公民行為。本文將心理契約作為自變量,進諫行為作為因變量,組織公平感作為中介變量,初步探討三者之間的關(guān)系。本研究對南京市500名企業(yè)員工進行問卷調(diào)查,并通過SPSS和AMOS軟件,采用描述性統(tǒng)計、方差分析、相關(guān)分析、回歸分析和中介效應檢驗等方法,對相關(guān)數(shù)據(jù)進行統(tǒng)計和分析,得出以下具體結(jié)論： (1)員工心理契約在性別、工作年限和月收入上存在顯著差異；組織公平感在員工年齡,月收入和領(lǐng)導性別上存在顯著差異；進諫行為在員工性別、年齡上存在差異顯著。 (2)當員工在感知組織對自己的責任時,關(guān)系型和平衡型心理契約與組織公平感的各維度呈顯著正相關(guān)；當員工在感知自己對組織的責任時,交易型心理契約與程序公平和人際公平呈顯著負相關(guān)。 (3)出謀劃策與心理契約的六個維度均顯著相關(guān)。當員工在感知自己對組織的責任時,員工的交易型心理契約感受性越強,則出謀劃策行為水平越低。當員工在感知組織對自己的責任時,員工的交易型心理契約感受性越強,則規(guī)勸指正行為水平越低。當員工在感知組織對自己的責任時,員工的關(guān)系型和平衡型心理契約感受性越強,則規(guī)勸指正行為水平越高。 (4)心理契約對進諫行為有顯著的預測作用。當員工在感知自己對組織的責任時,關(guān)系型和平衡型心理契約可以顯著預測出謀劃策行為；當員工在感知組織對自己的責任時,交易型心理契約可以負向預測進諫行為的各個維度；當員工在感知組織對自己的責任時,平衡型心理契約可以顯著預測進諫行為的各個維度。 (5)組織公平感對進諫行為有顯著的預測作用。分配公平和人際公平維度可以顯著預測出謀劃策行為；信息公平維度可以顯著預測規(guī)勸指正行為。 (6)組織公平感對心理契約和進諫行為起顯著中介效應。當員工在感知自己對組織的責任時,人際公平在關(guān)系型心理契約對出謀劃策的影響中起完全中介效應；人際公平在平衡型員工對出謀劃策的影響中起部分中介效應；當員工在感知組織對自己的責任時,信息公平在平衡型心理契約對規(guī)勸指正的影響中起部分中介效應。
[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.
【學位授予單位】：南京師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：B844.3

【參考文獻】

相關(guān)期刊論文 前9條

1 李敏;黃翠龍;;心理契約對農(nóng)民工工作績效影響的實證研究[J];管理學報;2012年04期

2 李緒紅;組織公正:從理論到應用[J];經(jīng)濟理論與經(jīng)濟管理;2002年07期

3 段錦云;王重鳴;鐘建安;;大五和組織公平感對進諫行為的影響研究[J];心理科學;2007年01期

4 呂娜;郝興昌;;組織公正和職位對進諫行為的影響[J];心理科學;2009年03期

5 佟麗君;呂娜;;組織公正、心理授權(quán)與員工進諫行為的關(guān)系研究[J];心理科學;2009年05期

6 溫忠麟,侯杰泰,張雷;調(diào)節(jié)效應與中介效應的比較和應用[J];心理學報;2005年02期

7 沈伊默;袁登華;;心理契約破壞感對員工工作態(tài)度和行為的影響[J];心理學報;2007年01期

8 段錦云;張倩;;建言行為的認知影響因素、理論基礎(chǔ)及發(fā)生機制[J];心理科學進展;2012年01期

9 凌斌;段錦云;朱月龍;;害羞與進諫行為的關(guān)系:管理開放性與心理授權(quán)的調(diào)節(jié)作用[J];應用心理學;2010年03期

，

本文編號：1607454