心理契约与员工行为的关系研究

探讨了心理契约的类型（交易型、平衡型、关系型）和组织结果变量（离职倾向和指向组织的组织公民行为）之间的关系以及心理契约的类型对组织结果变量产生影响的作用机制。研究的样本包括来自于北京、上海、深圳、广州、杭州、合肥等城市高技术企业的454名员工，采用结构方程建模的方法对文中提出的假设模型进行验证。研究结果表明，交易型心理契约与离职倾向正相关，平衡型心理契约与指向组织的组织公民行为正相关，关系型心理契约与离职倾向负相关，而与指向组织的组织公民行为正相关。此外，研究还发现，平衡型心理契约对指向组织的组织公民行为的作用是通过工具性信念作为中介的，而关系型心理契约对离职倾向和指向组织的组织公民行为的作用是通过情感承诺为中介的。

Research of the Relationships between Psychological Contract and Behaviors of Employees

This research examines the relationships between psychological contract types (t ransactional, balanced, and relational) and organizational outcomes (intention t o quit and organizational citizenship behavior targeted at the organiza tion) and the different mechanisms through which psychological contract types in fluence organizational outcomes systematically. We test the hypothesized model u sing structure equation modeling with data from a sample of 454 employees from s everal big cities in China. The results show that transactional psychological co ntract is positively related to intention to quit, balanced psychological contra ct is positively related to organizational citizenship behavior targeted at the organization, and relational psychological contract is negatively related to int ention to quit and positively related to organizational citizenship behavior tar geted at the organization. Furthermore, the results reveal that instrumentality belief mediates the relationship between balanced psychological contract and org anizational citizenship behavior targeted at the organization, and affective com mitment mediates the influence of relational psychological contract on intention to quit and organizational citizenship behavior targeted at the organization.