Introduction 介绍
本文是要批判性地分析了过去几十年的心理契约的动态。心理契约是一种流行的研究课题在国内外，它有很长的研究历史。并有四种观点的研究，研究心理契约的动态：形成，性能，断裂和违反心理契约的，所以我们需要研究的课题有透彻的观点。有对心理契约的动态变化有一定影响因素;组织变革和就业弹性比其他人更重要。员工的心理契约是密切相关的人力资源管理。我们将介绍一些人力资源管理实践，可以建立或重新建立员工的心理契约。现在让我们来详细分析如下。
This paper is going to critically analyze the dynamics of psychological contract over past decades. Psychological contract is a popular research subject at home and abroad and it has long research history. And there are four views of research to study the dynamics of psychological contract: the formation, performance, fracture and violations of psychological contract, so we need to study the research topic with a thorough viewpoint. There are some influence factors on the dynamics of psychological contract; organizational change and employment flexibility are more important than others. The psychological contract of employees is closely related to human resource management. We are going to introduce some human resource management practices that can build or re-build psychological contract of employees. Now let’s analyze the following in detail.
Literature review文献综述
In the writing process, author totally refers to 26 journals and articles. This paper is going to analyze some aspects about psychological contract, and the literature review is a summary of some famous psychologists’ cognition about psychological contract, so it can help readers to understand scholars’ viewpoints easily. These literatures are about psychological contract, the dynamics of psychological contract and human resource practices.There is a long research history of psychological contract and there are many different opinions in the field of the subject. So many different viewpoints make the analysis of psychological contract more complex and more difficult, but there are many masterpieces can be referred. Mayo’s Hawthorne experiment researches psychological contract firstly (Michael Argyle, September 1992), and Argyris uses the term in his book “Understanding of Organizational Behavior” firstly (Chris Argyris, 2011). Levinson and Kotter’s research focuses on the psychological contract of organization and employees; it is a significant breakthrough of the research topic (Daniel Levinson, Kotter, John P. 1992). Rousseau’s experiment indicates further explanation of psychological contract (Damien Gruson, Sylvie Ahn, Michel Rousseau, 2014). There are also some researchers studying about the dynamics of psychological contract. Morrison and Robinson analyze the fracture of psychological contract in detail (R.G. Morrison, Robinson Jeffers, 2014). O’ Donohue elaborates that employment flexibility have s significant effect on the dynamics of psychological contract. And Kickul analyzes the negative effect of psychological contract. All of these articles and journals are well worth reading again and again, and we can have a comprehensive understanding of psychological contract and innovate on the basis of the original versions. In conclusion, I am going to analyze the dynamics of psychological contract over the past decades and some influence factors on it as well as some human resource practices that can be used to build or rebuild psychological contract of employees.
About the dynamics of the psychological contract
Some influence factors on the dynamics of the psychological contract
Building (or re-building) the psychological contract of employees
Psychological contract violations
Conclusion总结
Psychological contract is a very popular research field, and it is of great use for organization and employees. The dynamics of psychological contract are closely related to the development of enterprise, so administrator must have a good control of it to promote corporate development. Especially for human resource department, the department should build psychological contract of employees to condense centripetal power of the company. Psychological contract is also useful to employees; they can make contact with their colleagues and managers,
