创业型并购中心理契约违背对人际信任的影响研究
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摘要
企业并购的发生改变了原先的组织方式和环境,这些会对员工造成心理冲击.最终形成心理契约违背。知识员工作为知识资本产权的拥有者,在并购实践中,知识员工的整合已经成为并购企业进行资源整合时的关键问题,也成为学术界的热点。
本研究把心理契约违背作为自变量,把并购双方知识员工人际信任水平作为因变量,把人力资源策略类型作为调节变量,搭建了心理契约违背(交易型、关系型)、人力资源策略(控制型、承诺型)和员工人际信任(能力、善意和正直)之间的概念模型。
首先通过案例调研对模型进行了初步验证;接着通过综合运用结构方程模型(SEM)和SPSS统计分析工具对模型和假设进行验证,并得到最终结论模型。
在实证研究中发现,交易型心理契约违背通过关系型心理契约违背对信任产生影响;关系型心理契约违背对善意和正直信任的负向影响大于对能力信任的负向影响;人力资源策略,不管是控制型还是承诺型,能有效调节心理契约违背与信任之间的关系。
本研究的理论意义在于丰富心理契约、信任和人力资源策略的研究文献,并提出了新的研究方向;实践意义在于给企业并购实践提供了具体的操作建议。
The occurrence of M & A changes the original organization and its environment, which will have a psychological impact on employees and become a psychological contract violation. Knowledge workers are the owners of knowledge capital. In the practice of M & A, The integration of knowledge workers has become the key issue when the enterprises integrate resources, also been Academic hot.
In this study, the psychological contract violation is an independent variable, employee trust is a dependent variable and human resource practice is a moderator. A model is built through the three variables.
The author has initial model test through cases study. Then, test the model and hypothesis by SEM and SPSS. Last, a final model is presented.
In the empirical studies, we found that: (1) Transactional psychological contract violation impacts trust through relational psychological contract violation. (2) The negative effects of relational psychological contract violation on Benevolence and Integrity are larger than that of Ability. (3) Human Resources Strategies, whether "control" or "commitment", will have moderation effect on the relationship between relational psychological contract violation and employee trust.
The theoretical contribution of this study is to enrich the research literature of psychological contract, trust, and human resources strategies, and propose a new research direction. While the practical contribution is that provides specific recommendations for M & A practices.
本研究把心理契约违背作为自变量,把并购双方知识员工人际信任水平作为因变量,把人力资源策略类型作为调节变量,搭建了心理契约违背(交易型、关系型)、人力资源策略(控制型、承诺型)和员工人际信任(能力、善意和正直)之间的概念模型。
首先通过案例调研对模型进行了初步验证;接着通过综合运用结构方程模型(SEM)和SPSS统计分析工具对模型和假设进行验证,并得到最终结论模型。
在实证研究中发现,交易型心理契约违背通过关系型心理契约违背对信任产生影响;关系型心理契约违背对善意和正直信任的负向影响大于对能力信任的负向影响;人力资源策略,不管是控制型还是承诺型,能有效调节心理契约违背与信任之间的关系。
本研究的理论意义在于丰富心理契约、信任和人力资源策略的研究文献,并提出了新的研究方向;实践意义在于给企业并购实践提供了具体的操作建议。
The occurrence of M & A changes the original organization and its environment, which will have a psychological impact on employees and become a psychological contract violation. Knowledge workers are the owners of knowledge capital. In the practice of M & A, The integration of knowledge workers has become the key issue when the enterprises integrate resources, also been Academic hot.
In this study, the psychological contract violation is an independent variable, employee trust is a dependent variable and human resource practice is a moderator. A model is built through the three variables.
The author has initial model test through cases study. Then, test the model and hypothesis by SEM and SPSS. Last, a final model is presented.
In the empirical studies, we found that: (1) Transactional psychological contract violation impacts trust through relational psychological contract violation. (2) The negative effects of relational psychological contract violation on Benevolence and Integrity are larger than that of Ability. (3) Human Resources Strategies, whether "control" or "commitment", will have moderation effect on the relationship between relational psychological contract violation and employee trust.
The theoretical contribution of this study is to enrich the research literature of psychological contract, trust, and human resources strategies, and propose a new research direction. While the practical contribution is that provides specific recommendations for M & A practices.
引文
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