民营企业高层管理者心理契约结构维度的探索与验证

基于以民营企业高层管理者为研究对象开展心理契约研究可以避免因“多重代理”而致雇佣关系指向不明的考虑，本文结合以往研究成果利用研制的心理契约调查问卷，通过两个样本的调查，经由探索性因素分析和验证性因素分析对民企高管心理契约的结构维度进行探讨，结果表明，民企高管心理契约是一个包括发展型契约、关系型契约和现实型契约的三维结构，但在企业责任和高管责任两个层面上三个维度的解释力不尽相同。进一步的对比分析说明以往心理契约结构研究中存在的结构分歧，可能与研究对象的特定属性有关。了解高管心理契约结构是进一步分析和应用高管心理契约的基础，也丰富了心理契约的相关理论。

Exploratory and Confirmatory Analysis of the Psychological Contract of the Top Managers of Private Enterprises

After three stages of interviews among the top managers and some private enterprise owners, private enterprise’s psychological contract has been discriminated with an exploratory and confirmatory analysis with the questionnaire developed by researchers and two samples in two different periods. The results show that both top managers’ obligation and private enterprise’s obligation in top managers’ psychological contract contain three-factor dimensions. One can be called developmental obligation, the second one is relational obligation, and the third one is realistic obligation. But the explanatory powers for these three factors are different in top managers’ obligation and private enterprise’s obligation, which means the contract between “the top managers’ obligation” and “private enterprise’s obligation” is asymmetrical.