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鲁索(Rousseau,1989)认为“心理契约是个体所持有的其与交易另一方关于互惠性交换协议的具体条款和条件的信念”。由于心理契约在本质上是意识到的(perceived),因此,一方对契约条款和条件的理解并不一定、也不必须为对方所知悉。目前,这种观点获得了越来越多研究者的认同。以其“研究心理契约的动机就是让雇员说话”的目标为导向,鲁索(1990)提出了一个更加狭义的定义,认为心理契约是个体雇佣关系背景下对雇佣双方相互义务的一种理解或有关信念。鲁索和克位茨(Kraatz)进一步指出,这种信念指的是雇员对外显和内在的雇员贡献(努力、能力和忠诚等)与组织诱因(报酬、晋升和工作保障等)之间的交换关系的承诺、理解和感知。
Rousseau (1989) argues that “a psychological contract is the belief that an individual holds in relation to the specific terms and conditions of the reciprocal exchange agreement with the other party to the transaction.” Because the psychological contract is essentially perceived, one party's understanding of the terms and conditions of the contract is not necessarily, nor necessarily, known to the other party. At present, this view has gained more and more researchers' approval. Lusuo (1990) proposed a more narrow definition of psychological contract as a kind of reciprocal obligation to employers and employees under the background of individual employment, guided by the goal of “researching psychological contract is to let employees speak” Understanding or beliefs Russell and Kraatz further point out that this belief refers to the exchange of employees between explicit and intrinsic employee contributions (effort, ability, loyalty, etc.) and organizational incentives (remuneration, promotion, job security, etc.) Relationship commitment, understanding and perception.