201623420317-李珊珊-工作价值观、心理契约与组织承诺的关系研究.pdfVIP

工作价值观、心理契约与组织承诺的关系研究 内 容 摘 要 在不断变化的时代，组织与员工之间的关系受到各种变化的冲击变得愈加不 稳定。如今，不稳定的雇佣关系成为组织发展的一大阻碍，这引起了众多学者和 管理者的关注，他们纷纷进行研究，试图探究其深层原因，以便在管理上作出相 应的改进。因为只有这样，组织才能专注于打造核心竞争力，实现组织的战略目 标 在此背景下，选取工作价值观、心理契约和组织承诺为研究对象，并以 90 后员工为样本，结合样本特征变量，采用成熟量表收集样本数据，考察研究的对 象是工作价值观、心理契约与组织承诺三者之间的关系，从而了解阻碍背后的本 质。研究数据分析的结果表明：工作价值观、心理契约与组织承诺的各个维度相 互之间有显著影响；心理契约可以介入工作价值观对组织承诺的影响，起到部分 中介作用。最后，根据研究结论提出了解90 后工作价值观特点，提高员工与组 织的契合度；充分把握 90 后员工的需求，重建心理契约的管理建议 关键词：工作价值观；心理契约；组织承诺；90 后员工； I Study on the Relationship Between Work Values, Psychological Contract and Organizational Commitment Abstract In changing times, the relationship between an organization and its employees is becoming more and more unstable with the impact of various changes. Today, unstable employment relationships are a major impediment to organizational development, which has attracted the attention of many scholars and managers, who have conducted research to explore the underlying causes in order to make management improvements accordingly. Because only then can the organization focus on building core competencies and achieving the strategic goals of the organization. In this context, work values, psychological contract and organizational commitment were selected as the study subjects, and the sample of post-90 employees was used to collect sample data using the maturity scale in combination with sample characteristics variables to examine the relationship between work values, psychological contract and organizational commitment to understand the nature behind the hindrance. The results of the analysis of the research data indicate that the dimensions