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- 2015
员工与组织双重视角下的心理契约比较差异与个性化交易
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Abstract:
基于心理契约理论，从员工与组织的双重视角，围绕其对雇佣合同的感知，探究了个性化交易出现的原因及其形成背后的心理过程。探索性地将心理契约划分为责任认定和责任履行，提出了员工和组织的四种心理契约比较差异以及心理契约与个性化交易间的多个命题，揭示了心理契约如何影响个性化交易的形成，指出个性化交易可弥补或重新建立组织和员工的心理契约，因而组织需要重视并有效管理个性化交易。
Based on psychological contract theory and centered on the perception of the employment contract, this article explores the reason why idiosyncratic deals come into being and how psychological process works behind it′s formation from perspectives of employee and organization. We try to divide psychological contract into responsibility identification and responsibility fulfillment, and propose there are four important differences in comparison of the psychological contract and analyze their relationship with idiosyncratic deals. The results not only reveal how psychological contract affect idiosyncratic deals, but also show that idiosyncratic deals can offset or rebuild psychological contract between employee and employer, so it′s advisable that organization pay attention on and manage idiosyncratic deals
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