基于消费者心理契约违背的品牌危机产生机理研究

心理契约概念是建立在社会交换理论基础上,用来描述雇员与雇主关系的理念。构建在企业和消费者共同信任和互惠基础上的消费者品牌关系也是一种心理契约关系。大量研究证明消费者心理契约的违背将导致消费者品牌关系的扭曲甚至断裂,最终导致品牌遭受危机。只有深入研究和探讨品牌危机的产生机理,正确地认识品牌危机,才能有效地防范和化解危机。     

Organization Promises in the Triangular Psychological Contract as Perceived by Temporary Agency Workers,Agencies, and Client Organizations

Temporary agency blue-collar workers (N = 100), the agencies through which they were hired (N = 12), and the client organizations to which they were assigned to work (N = 11) reported their perceptions on the content and the fulfillment or breach of organization promises within the psychological contract. All data were collected in Belgium through a survey from fall 2002 through spring 2003.Nonparametric tests and t-tests indicated similarity rather than discrepancy in the parties’ perceptions. Fulfillment of the psychological contract was the case rather than breach. When focusing on differences, agencies and client organizations perceived more promises made than their temporaries did. Agencies and client organizations had more favorable perceptions of their promises kept than their temporaries did. The temporaries perceived more promises made by their agencies than by their client organizations.     

基于利益相关者理论的企业心理契约和社会责任管理

市场经济是契约经济,企业社会责任管理的主要方式是契约管理,其中以有形的文本契约为主,心理契约作为文本契约的有益补充,对企业绩效发挥重要作用。企业社会责任管理是全面的责任管理,涉及股东、债权人、员工、顾客、政府和环境,同时,企业社会责任是全方位的责任管理,包括经济责任、法律责任和道德责任。因此,实施企业社会责任的心理契约管理,要全面、全方位地把握。     

Settling the Score: The Role of Organizational Justice in the Relationship Between Psychological Contract Breach and Anticitizenship Behavior

This study investigated the role of psychological contract breach, procedural justice, and interactional justice in influencing employees' anticitizenship behaviors. It was posited that the association between contract breach and these negative employee outcomes would be moderated by perceptions of both procedural and interactional justice. In particular, employees' anticitizenship behaviors are hypothesized to be higher following a breach when both procedural and interactional justice are low. One hundred and sixty-five employees from a variety of organizational settings completed measures of contract breach, procedural justice, and interactional justice whereas their respective supervisors completed a measure of anticitizenship behavior. Results revealed a 3-way interaction between contract breach, procedural justice, and interactional justice on anticitizenship behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, anticitizenship behavior was higher following a contract breach when both procedural and interactional justice were low. Theoretical and practical implications as well as directions for future research are discussed.     

The interaction of expatriate pay differential and expatriate inputs on host country nationals' pay unfairness

This study investigates expatriate compensation from the under-researched perspective of host-country nationals (HCN). HCNs are typically compensated at lower levels than expatriates are, even when they hold similar jobs and possess similar qualifications. Such pay differential may provoke HCN perceptions of pay unfairness, which can in turn affect other HCN outcomes such as performance and turnover. The study identifies a number of factors that may offset or attenuate the negative influence of pay differential on HCN's perceived pay unfairness, namely awareness of expatriate contributions and special needs, expatriate interpersonal sensitivity, HCN pay advantage over other locals, and HCN contact with expatriates. Data from HCNs working with similarly qualified expatriates largely supported the hypotheses. Implications, limitations, and suggestions for future research are discussed.     

A preliminary model of spouse influence on managerial global assignment willingness

Using family systems theory as a conceptual framework, this research study proposes and tests a preliminary model that explains spouse willingness to relocate internationally and manager willingness to assume a global assignment. Previous research from the global assignments, international job relocation and dual-career couples' literatures has found that spouse attitudes often influence the attitudes of expatriates. However, few research studies have been conducted to determine the factors that influence spouse attitudes toward both short- and long-term global relocation opportunities. The present study attempts to build understanding in this under-researched area of international human resource management. By understanding more about this important phenomenon, top decision-makers and international human resource professionals can better identify and select those candidates who have family situations that will predispose them to accept global assignments. Data from questionnaires completed by 427 global managers and 167 spouses were used to test hypotheses that examined the relationships between individual, family and organizational, factors and spouse criterion variables. An additional hypothesis was tested to measure spouse influence on manager global assignment willingness. The data in the study were analysed by conducting structural equation modelling. Theoretical, methodological and practical contributions from the present study are provided.     

The relationships of organizational justice,social exchange,psychological contract,and expatriate adjustment: an example of Taiwanese business expatriates

In the field of international human resource management, studies have seldom examined organizational justice, social exchange, and psychological contract together as important factors in influencing the expatriate adjustment process. The purpose of this research is to fill the research gap by examining these factors and their relationships with expatriate adjustment. The researcher conducted a survey of Taiwanese business expatriates during the first quarter of 2007, collecting 219 valid samples for analysis. A hierarchical regression model was used to test the research framework hypotheses, which showed that expatriates' perception of organizational justice has a positive influence both on their perceptions of social exchange and on their psychological contract fulfillment. Expatriates' perceived that social exchange has a positive influence on their perceptions of psychological contract fulfillment and foreign adjustment. Finally, research implications are discussed and future study suggestions are recommended.     

基于心理契约的中国企业家激励模式研究

本文研究心理契约、心理契约违背对企业家激励水平的影响,以及组织公平性对心理契约和企业家的激励作用。通过研究模型建立,调查问卷,收集数据,运用统计学方法进行数据分析,探讨了模型中各因素间的相互关系和作用,得出了研究结论,提出了对企业家的激励对策。     

Psychological contracts and reciprocity: a study in a Finnish context

Existing research has demonstrated how the norm of reciprocity operates as a general principle in exchange relationships. However, limited explicit theoretical and empirical attention has been paid to its role in the functioning of the psychological contract. Using a sample of Finnish public sector employees, this study investigated the impact of perceived employer fulfilment of psychological contract on employee perceptions of the form of reciprocity underlying the exchange relationship. The potential mediating role of the reciprocity perceptions between perceived contract fulfilment and its outcomes (affective commitment, continuance commitment and intention to leave) was also examined. The results show that perceived employer fulfilment is positively associated with employee perceptions of the generalized form of reciprocity, and negatively with perceptions of the balanced form of reciprocity. Further, perceptions of generalized reciprocity were found to mediate the relationship between perceived contract fulfilment and affective commitment and intentions to leave the organization. Results and implications are discussed.     

Psychological contract breach,high-performance work system and engagement: the mediated effect of person-organization fit

Based on social exchange theory, we developed and tested a mediated moderation model to investigate the effects of psychological contract breach (PCB), person–organization fit (P–O fit) and high-performance work system (HPWS) on employee engagement. Using a sample of 255 employees in China, our results revealed that PCB has significant negative effect on employee engagement, and P–O fit partially mediates this relationship. We further found that high levels of perceived HPWS aggravate not buffer the negative effect of PCB on employee engagement and P–O fit. In addition, the interaction of HPWS and PCB on employee engagement is mediated by P–O fit. Implications for the research and practices, limitations and directions for future research are discussed.     

A study of employee affective organizational commitment and retention in Pakistan: the roles of psychological contract breach and norms of reciprocity

Abstract

Social exchange theory and notions of reciprocity have long been assumed to explain the relationship between psychological contract breach and important employee outcomes. To date, however, there has been no explicit testing of these assumptions. This research, therefore, explores the mediating role of negative, generalized, and balanced reciprocity, in the relationships between psychological contract breach and employees’ affective organizational commitment and turnover intentions. A survey of 247 Pakistani employees of a large public university was analyzed using structural equation modeling and bootstrapping techniques, and provided excellent support for our model. As predicted, psychological contract breach was positively related to negative reciprocity norms and negatively related to generalized and balanced reciprocity norms. Negative and generalized (but not balanced) reciprocity were negatively and positively (respectively) related to employees’ affective organizational commitment and fully mediated the relationship between psychological contract breach and affective organizational commitment. Moreover, affective organizational commitment fully mediated the relationship between generalized and negative reciprocity and employees’ turnover intentions. Implications for theory and practice are discussed.     

物流企业员工“心理契约”实现的探讨

物流企业员工在工作和生活中会对企业产生的某些期盼,由此形成"心理契约"。而员工所面临的环境和技术的变化,加之跨时空服务的行业特点,给员工带来诸如工作行为、工作态度以及情绪等方面不确定的心理因素也日益增加。因此,物流企业在管理过程中如何发挥"心理契约"的积极作用,实现人力资源管理的"心理契约"具有积极的现实意义。     

本土关系营销情境中的消费者心理契约研究反思

消费者心理契约主要是指消费者对企业在与之交易过程中或关系维系过程中,在规范要求、人际互动及竞争提升的环境影响下,对企业必须承担的某些责任的感知,是"潜规则"、"惯例",属于"礼"的范畴。本土消费者心理契约主要包括三个方面:规范责任、人际责任和发展责任,其中人际责任受本土文化影响最大;结合消费者个性因素、企业因素和社会环境因素,消费者心理契约可以分成8种类型。消费者心理契约不同方面对顾客关系的维系作用机制存在较大差异。     

基于契约理论视角的物流企业人力资源管理研究

指出运用心理契约理论是提升物流企业人力资源管理效能的有效方法,在此基础上,通过分析物流企业人力资源管理中导致契约失衡的信息、承诺、沟通等因素,从员工的招聘、培训、激励等角度给出物流企业人力资源管理的契约构建路径.     

房地产企业应重视购房者心理契约的满足

在新形势下,购房者的心理契约如何?消费者心目中又是如何看待?本文对71家房地产企业和261位购房者进行了相应的调查。结果发现购房者的心理契约与开发商的认识存在一定差距。该研究一定层面上拓展了心理契约的研究领域,也探究了营销理论的跨学科研究主题。     

基于心理契约视角的企业物流供应链模糊应用研究

针对物流企业现代客户管理中的供应链战略伙伴关系,从心理契约的理论出发,提出引入模糊数学的方法,探索将模糊方法与心理契约综合应用的可能。该方法的提出将有利于企业实施供应链管理时的战略伙伴关系分析,可以有助于物流企业通过差异化客户管理提高赢利能力,也有助于企业物流信息化的深层次应用与提高。并分析比较了模糊数据挖掘算法和模糊神经网络算法应用的性能差异。     

现代学徒制中企业与学徒的心理契约的关系建构

论文以心理契约理论为研究视角,分析了现代学徒制中企业与学徒的心理契约关系的建构过程,并从基于心理契约开展招生宣传、岗位学习管理、薪酬管理、绩效评价、职业生涯管理和基于师徒良好关系巩固心理契约等方面提出建构心理契约关系的路径建议。     

The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: a moderated mediation model

Abstract

While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors by developing a moderated mediation model. Survey data were collected from 196 supervisor-subordinate dyads employed in diverse French social enterprises. Our results show that psychological contract breach mediates the supervisor interpersonal justice – supervisor-directed citizenship behaviors relationship. Further, employees’ prosocial motivations moderate this indirect effect. Our research provides insight into the mechanisms of social exchange relationships in social enterprises. In a practical perspective, it also demonstrates that the development of an effective HRM in social enterprises requires the implementation of specific training and development programs for managers.     

组织间心理契约对供应链联盟关系资本的影响

关系资本在供应链联盟关系构建中扮演着越来越重要的角色。关系资本是衡量企业间关系的一种社会心理因素,而组织间心理契约正是剖析关系本质的一种研究方法。文章将供应链联盟关系资本划分为企业信任、关系承诺和专有资产投入三个维度,并分析了组织间心理契约对供应链联盟关系资本三个维度的影响,从而得出了组织间心理契约对供应链联盟关系资本有正向影响的结论。     

平台企业网约工心理契约的潜在类别与群体差异

为探讨平台企业与网约工之间的关系属性,基于心理契约理论及相关研究,开发了互联网平台企业网约工心理契约的结构化问卷。以网约车司机和网约配送员为调研对象,在15个城市获取367个样本数据,采用潜在类别分析技术(LCA)对平台企业网约工心理契约的潜在类型进行细分,分析平台企业网约工的心理契约差异。结果发现,网约工心理契约分为3种类型:低期望型、高期望型和随机期望型。3种心理契约类型在文化程度、工作类型、工作平台和工作感受4个指标上存在统计学上的显著差异。研究建议:平台企业要关注网约工的心理诉求,根据网约工的心理契约类型采取多元化雇佣模式;网约工要认识到网约工作的风险,做好经济契约和心理契约管理;政府部门要督促平台企业履行雇主责任与社会责任,保障网约工的基本劳动权益。