心理契约履行对工作结果的影响研究——基于知识隐藏视角

Research on the Effect of Psychological Contract Fulfillment on Job Outcomes —Based on Knowledge Hiding Perspective

摘要: 受新冠肺炎疫情影响，就业形势和环境发生了巨大变化，雇主与雇员之间的心理契约内容及履行发生了巨大的改变，使得本来就紧张的劳资关系更加复杂。鉴于现有研究缺乏多元化视角，本文基于知识隐藏视角，从个体感知角度出发探析心理契约履行对雇员工作结果的影响。研究采用了定量方法，对高新技术企业员工进行问卷调查。研究结果表明，心理契约履行正向作用于工作结果，知识隐藏在心理契约履行与工作结果之间起负向调节作用，且在个体特征上存在差异。本研究整合社会交换理论、组织支持理论和社会信息加工理论等成果，回答了如何减少员工知识隐藏现象，深化改革企业人力资源管理的问题，进而为降低离职率、提高管理绩效，从员工和企业管理者两方面提出建议。

Abstract: Due to the impact of the COVID-19 epidemic, the employment situation and environment have undergone great changes, and the content and implementation of the psychological contract between employers and employees have undergone great changes, making the already tense labor-management relationship more complicated. In view of the lack of diversified perspectives in existing studies, this paper explores the impact of psychological contract fulfillment on employees’ work outcomes from the perspective of individual perception based on the perspective of knowledge hiding. The research adopts quantitative method to conduct questionnaire survey on employees of high-tech enterprises. The results show that psychological contract fulfillment has a positive effect on job results, and knowledge hiding has a negative moderating effect between psychological contract fulfillment and job results, and there are differences in individual characteristics. By integrating social exchange theory, organizational support theory and social information processing theory, this study answers the question of how to reduce employee knowledge hiding and deepen the reform of enterprise human resource management, and then puts forward suggestions from both employees and enterprise managers in order to reduce turnover rate and improve management performance.