top
Articles
  • Empirical Study on the Influencing Factors of Psychological Contract of Technical Employee in Communication Enterprise   [MASS 2012]
  • Author(s)
  • ZHAO Weidong, HE Qing
  • ABSTRACT
  • This paper is to carry out an empirical study on the influencing factors of psychological contract of technical employees in the communication enterprises of Sichuan. And the study finds that employee motivation has positive influences on organization norm responsibility and development responsibility, but negative ones on employee interpersonal responsibility and development responsibility, enterprise culture has negative influences on organization norm responsibility, but positive ones on employee norm responsibility as well as organization interpersonal responsibility and employee interpersonal responsibility, the employee communication has positive influences both on organization norm responsibility and interpersonal responsibility and employee norm responsibility and interpersonal responsibility, system construction has negative influences on organization development responsibility, and the career development has positive influences on organization norm responsibility, interpersonal responsibility and development responsibility, as well as employee development responsibility.
  • KEYWORDS
  • technical employee; psychological contract; employee management; influencing factor
  • References
  • [1]
    Lu Shaohua. Overview of Study on Enterprise Employee’s Psychological Contract. Public Communication Science and Technology, 2010(3): 27-28 (in Chinese)
    [2]
    Levinson,H,Price,CR,Manden,KJ,Mandl,H&SoIley,C.Men,management and mental health[M].Cambridge: Harvard University. Press, 1962
    [3]
    Schein, E.H. Organizational Psychology [M]. Englewood Cliffs, NJ: Prentice-Hall, 1965
    [4]
    Rousseau, DM.Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements, Sage Publications, Thousand Oaks, CA, 1995.
    [5]
    Chen Jiazhou. Research of Chinese Employee’s Psychological Contract [D].Beijing: Institute of Psychology of Chinese Academy of Sciences, 2001, 7(in Chinese)
    [6]
    Robinson, SL, Kraatz, M.S&Rousseau, DM.Changing Obligations and the Psychological Contract: A Longitudinal Study [J]. Academy of Management Journal, 1994, 37: 137-152.
    [7]
    Rousseau, DM&Tijoriwala. Perceived Legitimacy&Unilateral Contract Changes: It Takes a Good Reason to Change a Psychological Contract[C]. Symposium at the SIOP meetings, San Diago, 1996, April.
    [8]
    Li Yuan. Study of the Structure and Relevant Elements of Employee Psychological Contract [D].Beijing:Capital Normal University, 2002(in Chinese).
    [9]
    Morrison W,Robinson, S L.When employee feel betrayed, a model of how psychological contract violation developed. Academy of Management review 1997, 22:226-256
    [10]
    You Bin, Liu Ruirui. Study on the Relations between Enterprise Culture and Psychological Contract (Social Science Edition), 2010(9): 56-57 (in Chinese)
    [11]
    Xu Ye. Brief Analysis on the Relations between Enterprise Culture and Psychological Contract. Market Modernization Magazine, 2006(10): 322-323

Engineering Information Institute is the member of/source content provider to

http://www.scirp.org http://www.hanspub.org/ http://www.crossref.org/index.html http://www.oalib.com/ http://www.ebscohost.com/ http://www.proquest.co.uk/en-UK/aboutus/default.shtml http://ip-science.thomsonreuters.com/cgi-bin/jrnlst/jlresults.cgi?PC=MASTER&Full=journal%20of%20Bioequivalence%20%26%20Bioavailability http://publishers.indexcopernicus.com/index.php