可雇佣型心理契约与离职倾向关系分析组织公平感的调节作用-an analysis of the relationship between employable psychological contract and turnover intention the moderating effect of organizational justice.docx

was the-lowest.（4）Turnover intention influenced by employability psycholo-gical contract for employee is regulated by organizational justice perceptions, that is, procedural justice perceptions are up-regulated at the relationship between the three dimensions of employability psychological contract and turnover intention. And distributive justice perceptions and interactional justice perceptions are only up-regulated at the relationship between psychological contract based on supplementary knowledge, the psychological contract based on developing career and turnover intention.KEY WORDS: employability, psychological contract, employability psychological contract, turnover intention, organizational justice perceptions可雇佣型心理契约与离职倾向关系研究：组织公平感的调节作用目录目录第一章 导论 .............................................................. 1第一节 选题背景及研究意义 ............................................. 1一、选题背景 ...................................................... 1二、研究意义 ...................................................... 1第二节 若干基本概念 ................................................... 4一、可雇佣性 ...................................................... 4二、心理契约 ...................................................... 5三、组织公平感 .................................................... 6四、离职倾向 ...................................................... 7第三节 研究结构与创新点 ............................................... 8一、研究框架 ...................................................... 8二、研究目标 ...................................................... 9三、可能的创新点 ................................................. 10第二章 文献回顾与理论假设 ............................................... 11第一节 “可雇佣型心理契约”概念的提出 ................................ 11第二节 可雇佣型心理契约和离职倾向 .................................... 13一、基于知识补充的心理契约和离职倾向 ............................. 13二、基于能力提高的心理契约和离职倾向 ............................. 14三、基于职业成长的心理契约和离职倾向 ............................. 14 第三节 组织公平感对可雇佣型心理契约与离职倾向关系的调节作用 .......... 15 第三章 研究方案设计 ...................................