本文選題：電力企業(yè) + 心理契約��； 參考：《華北電力大學(xué)》2013年碩士論文

【摘要】：目前全國電力市場(chǎng)處在成長(zhǎng)階段,科學(xué)和技術(shù)的發(fā)展給電力企業(yè)的發(fā)展帶來了機(jī)遇,但經(jīng)營模式的大變革也帶來了巨大的挑戰(zhàn)。要提高電力企業(yè)競(jìng)爭(zhēng)力,就必須要?jiǎng)?chuàng)造良好的人才環(huán)境,增強(qiáng)企業(yè)對(duì)人才的吸引力。心理契約作為企業(yè)和員工之間存在著的一種無形契約,更能對(duì)員工的行為和態(tài)度產(chǎn)生重要影響。已有的研究中關(guān)注員工看法的占大多數(shù),很少有同時(shí)關(guān)注組織和員工雙方的研究,但是單一角度下來研究心理契約是有所欠缺的,因此從企業(yè)和員工雙向角度出發(fā)探討心理契約的問題是當(dāng)前人力資源管理領(lǐng)域的重要研究課題之一。 本文從心理契約的理論出發(fā),選擇中層管理人員作為國有電力企業(yè)的代表,通過對(duì)他們和手下的員工進(jìn)行問卷調(diào)查,使用SPSS19.0和LISREL8.7對(duì)調(diào)查所得數(shù)據(jù)進(jìn)行探索性因子分析和驗(yàn)證性因子分析,并將中層管理人員和員工的配對(duì)數(shù)據(jù)進(jìn)行配對(duì)樣本T檢驗(yàn)、相關(guān)分析以及回歸分析,旨在探討國有電力企業(yè)心理契約的結(jié)構(gòu)、企業(yè)和員工雙方對(duì)心理契約認(rèn)知的差異以及這些差異的影響。結(jié)果證實(shí)了心理契約中企業(yè)責(zé)任和員工責(zé)任都包括三個(gè)維度：規(guī)范責(zé)任、人際責(zé)任和發(fā)展責(zé)任,而且企業(yè)和員工對(duì)心理契約中雙方責(zé)任的認(rèn)知均存在不同程度的差異。對(duì)企業(yè)責(zé)任的認(rèn)知差異會(huì)負(fù)向影響到員工責(zé)任的履行、員工工作滿意度和情感承諾,并會(huì)正向影響員工的離職傾向。對(duì)員工責(zé)任的認(rèn)知差異會(huì)負(fù)向影響到企業(yè)責(zé)任的履行。本文在一定程度上豐富了雙向視角下心理契約的實(shí)證研究體系,同時(shí)可以為國有電力企業(yè)中的人力資源管理提供指導(dǎo),使企業(yè)能夠更好的認(rèn)識(shí)和了解自己的員工,更好的激勵(lì)員工以提高他們的積極性和主動(dòng)性。
[Abstract]:At present, the national electricity market is in the growing stage, the development of science and technology has brought the opportunity to the development of the electric power enterprise, but the great change of the management mode has also brought the huge challenge. In order to improve the competitiveness of electric power enterprises, we must create a good talent environment and enhance the attraction of enterprises to talents. As a kind of invisible contract between enterprise and employee, psychological contract can have important influence on employee's behavior and attitude. Most of the existing studies focus on employees' views, and few pay attention to both organizations and employees, but it is not enough to study psychological contract from a single angle. Therefore, it is one of the most important research topics in the field of human resource management to discuss the psychological contract from the perspective of enterprise and employee. Based on the theory of psychological contract, this paper chooses middle managers as the representatives of state-owned power enterprises, and makes a questionnaire survey on them and their employees. Using SPSS19.0 and LISREL8.7 to carry on exploratory factor analysis and confirmatory factor analysis to the data obtained from the survey, and carrying on the matched sample T test, correlation analysis and regression analysis to the matched data of middle managers and employees. The purpose of this paper is to explore the structure of psychological contract in state-owned electric power enterprises, the differences in cognition of psychological contract between enterprises and employees, and the influence of these differences. The results show that the corporate responsibility and employee responsibility in psychological contract include three dimensions: normative responsibility, interpersonal responsibility and developmental responsibility. Cognitive differences in corporate responsibility will negatively affect the performance of employee responsibility, employee job satisfaction and emotional commitment, and will positively affect employee turnover intention. The cognitive difference of employee responsibility will negatively affect the performance of corporate responsibility. To a certain extent, this paper enriches the empirical research system of psychological contract from a two-way perspective, and at the same time, it can provide guidance for human resource management in state-owned electric power enterprises, so that enterprises can better understand and understand their own employees. Better motivate employees to improve their enthusiasm and initiative.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.61

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