本文關(guān)鍵詞：房地產(chǎn)企業(yè)知識(shí)型員工心理契約違背及其效應(yīng)研究　出處：《河北工業(yè)大學(xué)》2013年博士論文　論文類(lèi)型：學(xué)位論文

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【摘要】：鑒于心理契約作為組織與員工之間交換關(guān)系分析框架的顯著功效，其內(nèi)涵要素、結(jié)構(gòu)模型、動(dòng)態(tài)發(fā)展機(jī)制等已倍受學(xué)術(shù)界和企業(yè)界的廣泛關(guān)注，其中多發(fā)現(xiàn)員工由對(duì)與組織之間交換關(guān)系平衡性的主觀認(rèn)知與評(píng)價(jià)而產(chǎn)生的負(fù)面情緒，及其所引發(fā)的組織性反應(yīng)機(jī)制對(duì)組織最終效果的消極作用，尤其當(dāng)面臨不確定性環(huán)境時(shí)，該傳導(dǎo)機(jī)制的影響力更顯凸出。由此推論，該傳導(dǎo)機(jī)制及其效應(yīng)對(duì)處于我國(guó)轉(zhuǎn)型經(jīng)濟(jì)背景下的房地產(chǎn)企業(yè)極具威懾力。眾所周知，曾作為國(guó)家經(jīng)濟(jì)發(fā)展主流支撐的房地產(chǎn)業(yè)在經(jīng)歷了國(guó)際金融危機(jī)、宏觀政策調(diào)控后，其市場(chǎng)硬著陸之勢(shì)已逐漸顯現(xiàn)，隨之而來(lái)的組織重組、機(jī)構(gòu)精簡(jiǎn)等管理格局的變遷勢(shì)必造成企業(yè)的運(yùn)行壓力，而身處企業(yè)人力資源中堅(jiān)層的知識(shí)型員工則愈發(fā)面臨動(dòng)態(tài)環(huán)境下生存與發(fā)展的緊迫問(wèn)題，這種微觀層面的矛盾性終將牽動(dòng)宏觀層面效能的衰竭。“如何抓住員工的心，進(jìn)而凝聚企業(yè)的魂？如何在動(dòng)態(tài)環(huán)境下把控企業(yè)與關(guān)鍵員工之間關(guān)系的協(xié)調(diào)性？”已成為桎梏我國(guó)房地產(chǎn)企業(yè)管理效能的棘手問(wèn)題。 本研究正是出于對(duì)大時(shí)代洪流中現(xiàn)實(shí)問(wèn)題的思考，以我國(guó)轉(zhuǎn)型經(jīng)濟(jì)背景下的房地產(chǎn)企業(yè)為研究情境，聚焦于其核心競(jìng)爭(zhēng)力的重要組成部分——知識(shí)型員工，試圖通過(guò)洞悉該類(lèi)員工對(duì)其與組織之間交換關(guān)系的主觀認(rèn)知，揭示其組織性反應(yīng)的內(nèi)在機(jī)理。為此，本研究融合了多學(xué)科研究哲學(xué)，以社會(huì)交換理論、信念理論、意義建構(gòu)理論為支撐，遵循“探析和闡明研究視角的合理性與研究?jī)?nèi)容的層面性→解析和驗(yàn)證研究主題的理論性與實(shí)踐性→闡釋和提升研究結(jié)論的可靠性與普適性”的研究流程，借助于五個(gè)關(guān)鍵子問(wèn)題的解析途徑，對(duì)該類(lèi)員工心理契約的主要影響源及其驅(qū)動(dòng)路徑、涵蓋要素及其結(jié)構(gòu)模型，以及心理契約違背效應(yīng)加以層層剖析，并取得如下創(chuàng)新性成果： 第一，構(gòu)建起房地產(chǎn)企業(yè)知識(shí)型員工心理契約動(dòng)因機(jī)制模型，進(jìn)一步印證了狹義研究視角對(duì)于房地產(chǎn)企業(yè)管理情境的適用性。 基于知識(shí)型員工的視角，融合組織行為學(xué)、社會(huì)認(rèn)知心理學(xué)等研究理念，汲取扎根理論的思想精髓，遵循探索性及解釋性兩階段順承解析邏輯，識(shí)別出組織層面的主要影響源（真實(shí)的工作預(yù)覽、組織社會(huì)化）及員工層面的主要影響源（工作價(jià)值觀、自我效能），并發(fā)現(xiàn)部分中介作用路徑（真實(shí)的工作預(yù)覽→組織社會(huì)化→心理契約）。 第二，辨析出房地產(chǎn)企業(yè)知識(shí)型員工心理契約的內(nèi)涵要素與結(jié)構(gòu)模型，為從多層面剖析心理契約違背反應(yīng)機(jī)制奠定理論基礎(chǔ)。 結(jié)合房地產(chǎn)企業(yè)的管理情境及知識(shí)型員工的獨(dú)特特征，基于社會(huì)交換理論、信念理論及扎根理論思想，遵循探索性及解釋性兩階段順承解析邏輯，辨析出該類(lèi)員工心理契約的內(nèi)涵要素及其三維構(gòu)型（發(fā)展型、激勵(lì)型、關(guān)系型），藉此也為進(jìn)一步探究心理契約違背的多層面反應(yīng)機(jī)制積累理論依據(jù)與經(jīng)驗(yàn)證據(jù)。 第三，，提出我國(guó)房地產(chǎn)企業(yè)知識(shí)型員工心理契約違背效應(yīng)分析框架，從理論演繹和經(jīng)驗(yàn)歸納的雙重角度探析出該類(lèi)員工對(duì)組織責(zé)任履行主觀評(píng)價(jià)的組織性反應(yīng)機(jī)制。 鑒于國(guó)內(nèi)對(duì)于心理契約違背傳統(tǒng)綜述性研究的局限性，借鑒管理學(xué)前沿的系統(tǒng)綜述和循證管理方法，對(duì)背靠我國(guó)社會(huì)形態(tài)的員工心理契約違背效應(yīng)學(xué)術(shù)文獻(xiàn)進(jìn)行元分析，歸納出我國(guó)員工心理契約違背效應(yīng)的基本構(gòu)想，并受此啟發(fā)，秉承社會(huì)交換理論和意義建構(gòu)理論的研究理念，運(yùn)用探索性案例研究策略，以多元化數(shù)據(jù)源和內(nèi)容分析技術(shù)為支撐，提出我國(guó)房地產(chǎn)企業(yè)知識(shí)型員工心理契約違背效應(yīng)分析框架。 第四，構(gòu)建起我國(guó)房地產(chǎn)企業(yè)知識(shí)型員工心理契約違背作用機(jī)制模型，尤其是集成了組織犬儒主義、團(tuán)隊(duì)認(rèn)同的理論沿承，發(fā)現(xiàn)了該類(lèi)員工心理契約違背的不同面向與“退出（E）、諫言（V）、忠誠(chéng)（L）、忽略（N）”行為之間不同程度的影響關(guān)系，進(jìn)一步豐富了我國(guó)房地產(chǎn)企業(yè)知識(shí)型員工心理契約違背作用機(jī)制的分析框架。 融合組織行為學(xué)、社會(huì)認(rèn)知心理學(xué)等多元化研究哲學(xué)，借鑒扎根理論方法論，由心理契約違背的多維視角進(jìn)行剖析，先由“以規(guī)范性實(shí)證研究為平臺(tái)，以嚴(yán)謹(jǐn)?shù)慕y(tǒng)計(jì)分析技術(shù)為支撐”的研究問(wèn)題解決方案，再由“以驗(yàn)證性案例研究策略為框架，嫁接以定性和定量分析技術(shù)”的建構(gòu)效度提升途徑，揭示出我國(guó)房地產(chǎn)企業(yè)知識(shí)型員工對(duì)其與組織間交換關(guān)系的主觀認(rèn)知及其組織性反應(yīng)途徑。包括：1）“心理契約違背各維度→E、N”的顯著正向直接影響（除“發(fā)展型心理契約違背對(duì)N無(wú)直接影響”以外）、“心理契約違背各維度→V、L”的顯著負(fù)向直接影響；2）“關(guān)系型心理契約違背→組織犬儒主義→E、V、L、N”、“發(fā)展型、激勵(lì)型心理契約違背→組織犬儒主義→E、V、L”、“心理契約違背各維度→團(tuán)隊(duì)認(rèn)同→V”的部分中介效應(yīng)，以及“激勵(lì)型心理契約違背→組織犬儒主義→N”的完全中介效應(yīng)。同時(shí)發(fā)現(xiàn)“發(fā)展型心理契約違背→組織犬儒主義→N”、“心理契約違背各維度→團(tuán)隊(duì)認(rèn)同→E、L、N”無(wú)中介效應(yīng)。
[Abstract]:In view of the psychological contract between the organization and employees as a significant effect analysis framework of the exchange relationship, its connotation, structure model, dynamic development mechanism, wide attention has been paid to the academic and business circles, many of them found by staff and organization of exchange between the subjective cognition and evaluation of the balance between the negative emotions, negative effect the organization of the response mechanism and the organization of the final result, especially when facing the uncertain environment, the transmission mechanism of the influence of more protruding. Thus, great deterrent the transmission mechanism and the effect of in our country under the background of economic transformation of the real estate enterprises. As everyone knows, served as the national economic development mainstream the support of the real estate industry has experienced in the international financial crisis, macroeconomic regulation and control policies, the market potential of the hard landing has gradually emerged, followed by reorganization, machine The reduction will cause changes in the management pattern of enterprises operating pressure, and the knowledge workers in the enterprise human resources backbone layer is increasingly facing the urgent problem for the survival and development of the dynamic environment, the contradiction of this micro level will affect the efficiency of the macro level failure. How to seize the hearts of the staff, and then gather the soul of the enterprise? How to coordination control between the enterprise and the key employees in the dynamic environment? "Has become the shackles of China's real estate enterprise management efficiency of difficult problems.
This study is due to practical problems in the current era, the economic transformation of China under the background of real estate enterprises as an important part of the research situation, focusing on its core competence, knowledge staff, the staff of trying to discern the relationship between subjective cognitive exchange and organization, to reveal the intrinsic mechanism the organization of the reaction. Therefore, this study integrates multidisciplinary research philosophy, based on social exchange theory, belief theory, constructivism theory, follow the "rationality and the research content of the research perspective and clarify the level of research, analysis and verification of the theme of the theory and practice to explain and promote the conclusion of the study the reliability and universality of the research process, analytical approach with five key issues, the main influence on the source of employee psychological contract and driving path to cover The element and its structure model, as well as the psychological contract violation effect are analyzed in layers, and the following innovative results are obtained.
First, we build a psychological contract motivation mechanism model of knowledge workers in real estate enterprises, which further confirms the applicability of narrow sense research perspective to real estate management situations.
Knowledge workers from the perspective of integration of organizational behavior, social cognitive psychology research ideas, learn the essence of grounded theory, follow the exploration and explanation of two stages of the parsing logic, identify the main influence organizational level source (real work preview, organizational socialization and employee level) mainly affects the source (work values, self-efficacy), and found that the part of the intermediary role path (real work preview, organizational socialization, psychological contract).
Second, identify the connotation elements and structural models of psychological contract of knowledge workers in real estate enterprises, so as to lay a theoretical foundation for analyzing the psychological contract violation reaction mechanism from a multi-level perspective.
Combined with the unique characteristics of the real estate business management situation and knowledge workers, based on social exchange theory, theory of belief and grounded theory, follow the exploration and explanation of two stages the analytic logic of the connotation of employee psychological contract and its three-dimensional structure (development type, incentive type, relation type) also, this accumulation of theoretical basis and empirical evidence for the multi level response mechanism to further explore the psychological contract violation.
Third, put forward the analysis framework of psychological contract violation effect of knowledge workers in Chinese real estate enterprises. From the perspective of theoretical deduction and experience induction, we can find out organizational response mechanism of employees' subjective evaluation of organizational responsibility.
In view of the limitations of the traditional domestic against research review of psychological contract, from the frontier of management systematic review and evidence management method, on the back of the Chinese society of the psychological contract violation effect in the academic literature element analysis, summed up the basic conception of psychological contract violation effect in China, and inspired by the manufacturer the concept of social exchange theory and constructivism theory, using exploratory case study strategy, diversified data source and content analysis technology, the knowledge worker in China real estate enterprises psychological contract violation effect analysis framework.
Fourth, build a mechanism model of knowledge workers in China real estate enterprises in violation of psychological contract, especially the integration of organizational cynicism, team identity theory along the pile, found the different aspects of the psychological contract violation and exit (E), 5 (V), loyalty (L), ignore (N) "influence the relationship between behavior, and further enrich the analysis framework of the mechanism of knowledge worker in China real estate enterprises in violation of psychological contract.
Integration of organizational behavior, social cognitive psychology diversified research philosophy, using grounded theory to analyze the psychological contract violation from a multidimensional perspective, the "to examine the empirical specification for the platform, with rigorous statistical analysis technology to support the research of problem solution, then the" strategic study case verification in order to construct validity of grafting framework, qualitative and quantitative analysis techniques to enhance the way, reveals the knowledge of China's real estate enterprise staff on subjective cognitive reaction and organizing way between organizations and the exchange relationship. Including: 1) "E, the dimensions of psychological contract violation, N significant positive direct effect (except" the development of psychological contract violation has no direct impact on the outside of N), "V, the dimensions of psychological contract violation, L significant negative influence; 2) the" relational psychological contract violation, organizational cynicism "V, L, E, N", "development, and organizational cynicism, E, incentive type psychological contract violation," L V, "part of the mediating effect of each dimension, team identification, V" psychological contract violation, and "incentive psychological contract violation, organizational cynicism, N" a complete mediating effect. At the same time that the "developmental psychological contract violation, organizational cynicism, N", "psychological contract dimensions, team identification, E, L, N" no mediating effect.

【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F299.233.4

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