心理契約破壞對(duì)組織公民行為影響研究:基于后悔的中介作用

摘 要：鑒于已有心理契約破壞對(duì)組織公民行為負(fù)向影響研究在特殊情境與員工中適用有限，現(xiàn)根據(jù)員工與企業(yè)的社會(huì)交換動(dòng)態(tài)過(guò)程，引入后悔這一中介變量，解釋心理契約破壞對(duì)組織公民行為的影響機(jī)理。本文通過(guò)以知識(shí)型員工為樣本的實(shí)證研究，證實(shí)了后悔在心理契約破壞影響除組織認(rèn)同的其他組織公民行為四個(gè)維度中均發(fā)揮了部分中介作用。根據(jù)實(shí)證結(jié)果，解釋了特殊情境下的心理契約破壞對(duì)組織公民行為負(fù)向影響不顯著的原因，擴(kuò)充了現(xiàn)有對(duì)心理契約破壞與組織公民行為的研究，為管理者改進(jìn)組織公民行為水平提供借鑒。

關(guān)鍵詞：心理契約破壞；組織公民行為；后悔；社會(huì)交換

中圖分類號(hào)：C939 文獻(xiàn)標(biāo)識(shí)碼：A 文章編號(hào)：10035192(2012)03002406

Research on the Influence of Psychological Contract on Organizational

Citizenship Behavior: The Intermediary Role of Regret

WANG Liping1，2， YU Zhichuan1

(1.School of Management， Tianjin University of Technology， Tianjin 300384， China; 2.Tianjin Humanities and Social Science Key Research Base， Tianjin 300384， China)

Abstract:Because the existing researches about psychological contract breach negative influence on organizational citizenship behavior do not apply to special situations and individuals， According to the dynamic social exchange between employees and enterprises， this study introduces the regret as an intermediary variable to explain the mechanism of the influence psychological contract breach on organizational citizenship behavior. This paper takes knowledge workers as the empirical research sample， and confirms that the regret partially mediate the effect about psychological contract breach negative influence on organizational citizenship behavior except organizational identification. Based on the empirical findings， the reason psychological contract breach negative influence organizational citizenship behavior was not significant is explained. This study extends the existing research on the relationship between psychological contract breach and organizational citizenship behavior and provides references for managers to improve the level of organizational citizenship behavior.

Key words:psychological contract breach; organizational citizenship behavior; regret; social exchange

1 引言

在科技飛速發(fā)展的知識(shí)經(jīng)濟(jì)時(shí)代，企業(yè)所面臨的競(jìng)爭(zhēng)環(huán)境日益復(fù)雜和激烈，企業(yè)為取得競(jìng)爭(zhēng)優(yōu)勢(shì)，必須重視員工在企業(yè)中的主體作用，尤其是員工個(gè)人主動(dòng)的奉獻(xiàn)、助人和建議等組織公民行為，組織才能有效完成目標(biāo)，保證順利運(yùn)行［1］。組織公民行為作為“非規(guī)定性的，不是由正式薪酬體系所直接或明確指明的，而總體有利于組織績(jī)效的提高的個(gè)人行為”［2］，這一定義已經(jīng)被學(xué)術(shù)界廣泛接受和認(rèn)可。已有對(duì)組織公民行為的研究多采用社會(huì)交換關(guān)系解釋組織公民行為的產(chǎn)生或變化，強(qiáng)調(diào)公民組織行為是員工對(duì)組織履行責(zé)任的回報(bào)，當(dāng)組織未履行其責(zé)任時(shí)，員工便會(huì)減少組織公民行為以保證心理上的平衡［3~5］。……