心理契约破裂与员工离职倾向：有调节的中介模型
文献类型：学位论文
| 作者 | 刘鑫
|
| 答辩日期 | 2021-12 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 心理契约破裂 自我损耗 离职倾向 领导-成员交换关系 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Psychological Contract Breach and Employee Turnover Intention: A Moderated Meditation Model |
| 中文摘要 | At present, the serious problem of brain drain in enterprises has attracted great attention of academia and enterprise managers. In a large number of resignation surveys, it is not difficult to find that the main reasons for employees' resignation are nothing more than personal reasons and organizational reasons. Feeling that they are not treated fairly is one of the important organizational reasons. Based on the theory of social exchange and self-control, this paper explores the influence mechanism of self-loss in the establishment of the relationship between psychological contract breach and employees' turnover intention, And the regulatory mechanism of leader member exchange relationship in the interaction of the above variables.Combined with the existing empirical research, this study uses demographic variables and mature scales at home and abroad to compile a survey questionnaire, including psychological contract breach scale, self-loss scale, turnover intention scale and leader member exchange (LMX) scale. The questionnaire is prepared through the online questionnaire platform, and the current full-time on-the-job employees are invited to participate in the questionnaire survey, Through the hierarchical regression analysis of the survey data of 425 valid questionnaires, it is found that: first, psychological contract breach has a significant correlation with self-loss, and psychological contract breach can promote employees' self-loss; Second, self-attrition plays an intermediary role between the breach of psychological contract and employees' turnover intention. The deeper the breach of psychological contract, the more serious the employees' self-attrition is, and the more obvious the employees' turnover intention is; Third, the leader member exchange relationship positively regulates the relationship between psychological contract breach and employees' self-loss and the mediating effect of self-loss, that is, high leader member exchange relationship will strengthen the positive correlation between psychological contract breach and self-loss, and then make employees' turnover intention stronger; Fourth, the level of psychological loss of employees at the level of low leader member exchange relationship is higher than that of employees at the level of high leader member exchange relationship for a long time, and is not affected by the degree of psychological contract breach. The results enrich the theoretical research on the impact mechanism of psychological contract breach on turnover intention, and have practical value for the exploration of employee turnover management. |
| 英文摘要 | 当前企业人才流失严重的问题，已经引起学术界和企业管理者的高度注意。在大量的离职调研中，不难发现员工离职的主要原因无非就是个人原因和组织原因两个大方面，感到没有被公平的对待是重要的组织原因之一，本文基于社会交换和自我控制理论，探索了自我损耗在心理契约破裂与员工离职倾向二者关系建立中的影响机制，以及领导-成员交换关系在上述变量相互作用过程中的调节作用机制。结合已有的实证研究，本研究采用人口统计学变量和国内外成熟的量表编制成调研问卷，包括有领导-成员交换（LMX）量表、心理契约破裂量表、自我损耗量表、离职倾向量表，通过线上问卷平台制作问卷，邀请目前全职在岗员工参与问卷调查，收集问卷425份，全部有效。经过汇总整理所有问卷的调查数据，并对这些数据开展层次回归的分析后发现：第一，心理契约破裂对自我损耗有明显相关，心理契约破裂能够促使员工产生自我损耗；第二，自我损耗在心理契约破裂和个体离职倾向的交互作用过程中有中介作用，越深的心理契约破裂程度，员工产生的自我损耗就越严重，从而使员工的离职倾向也越明显；第三，领导-成员交换关系部分正向调节心理契约破裂和个体自我损耗之间的关系以及自我损耗的中介效应，即高领导-成员交换关系会强化心理契约破裂对自我损耗的正向相关，进而使得员工离职倾向更加强烈；第四，处于低领导-成员交换关系水平下的员工心理损耗水平长期持续高于处于高领导-成员交换关系水平下的员工，且不受心理契约破裂程度的影响。研究结果丰富了关于心理契约破裂对离职倾向影响机制的理论研究，对员工离职管理具有实践价值。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/45269]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 刘鑫. 心理契约破裂与员工离职倾向：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2021. |
入库方式： OAI收割
来源：心理研究所
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