AP  >> Vol. 7 No. 5 (May 2017)

    The Formation Mechanism of Psychological Contract Violation: Based on Work-Family Interface

  • 全文下载: PDF(666KB) HTML   XML   PP.766-775   DOI: 10.12677/AP.2017.75095  
  • 下载量: 330  浏览量: 1,389   科研立项经费支持


刘崇瑞:北京电子科技学院,北京 ;
金家飞:西南财经大学工商管理学院, 四川 成都

工作–家庭支持氛围工作–家庭侵入工作–家庭增益心理契约违背Work-Family Support Climate Work-Family Interference Work-Family Enrichment Psychological Contract Violation


全球化时代工作–家庭关系日益成为影响员工相关结果的关键因素。本文以688名中国员工为研究对象,运用SPSS 22.0与Mplus 6.12统计软件,从工作–家庭关系的视角探索我国员工心理契约违背的形成机制。结果发现,工作–家庭支持氛围对心理契约违背具直接负向影响,亦可通过工作–家庭增益的中介作用对心理契约违背产生间接负向影响;此外,工作–家庭侵入对工作–家庭支持氛围与工作–家庭增益之间关系具调节作用,具体地,员工经历的工作–家庭侵入越高,工作–家庭支持氛围对工作–家庭增益的正向影响越小。结果表明,在中国情境下,工作–家庭关系对员工心理契约违背的形成具有重要影响,这为组织构建良好工作–家庭关系的管理实践提供了理论依据。

This study explores formation mechanism of psychological contract violation from the perspective of work family interface. The aim of this paper is to address with the flow question: in the context of Chinese organizations, whether work-family support climate has significant influence on psychological contract violation, and what are the major mediating and moderation mechanisms linking work-family support climate and psychological contract violation. Data was collected from 668 full-time Chinese employees by online panel Sojump.com. The results show that work-family support climate has significantly negative effect on psychological contract violation; work-family enrichment mediates the relationship between work-family support climate and psychological contract violation, demonstrating work-family interface is a unique angle for explaining how family-support in work place relieves negative employee outcomes. Work-family interference moderates the relationship between work-family support climate and work-family enrichment. For employees experiencing higher work-family interference, work-family support climate has less positive influence on work-family enrichment. The implications of these findings are explored and discussed.

刘崇瑞, 金家飞 (2017). 员工心理契约违背的形成机制研究:基于工作–家庭关系的视角. 心理学进展, 7(5), 766-775. https://doi.org/10.12677/AP.2017.75095


[1] 李永鑫, 赵娜(2009). 工作-家庭支持的结构与测量及其调节作用[J]. 心理学报, 9, 863-874.
[2] 王永丽, 张智宇, 何颖(2012). 工作-家庭支持对员工创造力的影响探讨[J]. 心理学报, 12, 1651-1662.
[3] Baral, R., & Bhargava, S. (2010). Work-Family Enrichment as a Mediator between Organizational Interventions for Work-Life Balance and Job Outcomes. Journal of Managerial Psychology, 25, 274-300.
[4] Clark, S. C. (2000). Work/Family Border Theory: A New Theory of Work/Family Balance. Human Relations, 53, 747-770.
[5] Dikkers, J., Geurts, S., Dulk, L., den Peper, B., & Kompier, M. (2004). Relations among Work-Home Culture, the Utilization of Work-Home Arrangements, and Work-Home Interference. International Journal of Stress Management, 4, 323-345.
[6] Greenhaus, J. H., & Powell, G. N. (2006). When Work and Family Are Allies: A Theory of Work Family Enrichment. Academy of Management Review, 1, 72-92.
[7] Grzywacz, J. G., & Marks, N. F. (2000). Re-Conceptualizing the Work-Family Interface: An Ecological Perspective on the Correlates of Positive and Negative Spillover between Work and Family. Journal of Occupational Health Psychology, 5, 111-126.
[8] Matthews, R. A., & Barnes-Farrell, J. L. (2010). Development and Initial Evaluation of an Enhanced Measure of Boundary Flexibility for the Work and Family Domains. Journal of Occupational Health Psychology, 15, 330-346.
[9] Ngo, H. Y., Foley, S., & Loi, R. (2009). Family Friendly Work Practices, Organizational Climate, and Firm Performance: A Study of Multinational Corporations in Hong Kong. Journal of Organizational Behavior, 5, 665-680.
[10] Parker, L., & Allen, T. D. (2001). Work/Family Benefits: Variables Related to Employees’ Fairness Perceptions. Journal of Vocational Behavior, 3, 453-468.
[11] Peeters, M., Wattez, C., Demerouti, E. et al. (2009). Work-Family Culture, Work-Family Transition and Well-Being at Work: Is It Possible to Distinguish between a Positive and a Negative Process?. Career Development International, 7, 700-713.
[12] Robinson, S. L., & Morrison, E. W. (2000). The Development of Psychological Contract Breach and Violation: A Longitudinal Study. Journal of Organizational Behavior, 21, 525-546.
[13] Stock, R. M., Strecker, M. M., & Bieling, G. I. (2016). Organizational Work-Family Support as Universal Remedy? A Cross-Cultural Comparison of China, India and the USA. International Journal of Human Resource Management, 11, 1192-1216.
[14] Taylor, B. L., Delcampo, R. G., & Blancero, D. M. (2009). Work-Family Conflict/Facilitation and the Role of Workplace Supports for U.S. Hispanic Professionals. Journal of Organizational Behavior, 5, 643-664.
[15] Thompson, C., Beauvais, L., & Lyness, K. (1999). When Work Family Benefits Are Not Enough: The Influence of Work Family Culture on Benefit Utilization, Organizational Attachment, and Work Family Conflict. Journal of Vocational Behavior, 54, 329-415.
[16] Turnley, W. H., & Feldman, D. C. (1999). A Discrepancy Model of Psychological Contract Violations. Human Resource Management Review, 3, 367-386.