I工作价值观、心理契约与组织承诺的关系研究内容摘要在不断变化的时代，组织与员工之间的关系受到各种变化的冲击变得愈加不稳定。如今，不稳定的雇佣关系成为组织发展的一大阻碍，这引起了众多学者和管理者的关注，他们纷纷进行研究，试图探究其深层原因，以便在管理上作出相应的改进。因为只有这样，组织才能专注于打造核心竞争力，实现组织的战略目标。在此背景下，选取工作价值观、心理契约和组织承诺为研究对象，并以90后员工为样本，结合样本特征变量，采用成熟量表收集样本数据，考察研究的对象是工作价值观、心理契约与组织承诺三者之间的关系，从而了解阻碍背后的本质研究数据分析的结果表明：工作价值观、心理契约与组织承诺的各个维度相互之间有显著影响；心理契约可以介入工作价值观对组织承诺的影响，起到部分中介作用。最后，根据研究结论提出了解90后工作价值观特点，提高员工与组织的契合度；充分把握90后员工的需求，重建心理契约的管理建议。关键词：工作价值观；心理契约；组织承诺；90后员工；IIStudyontheRelationshipBetweenWorkValues,PsychologicalContractandOrganizationalCommitmentAbstractInchangingtimes,therelationshipbetweenanorganizationanditsemployeesisbecomingmoreandmoreunstablewiththeimpactofvariouschanges.Today,unstableemploymentrelationshipsareamajorimpedimenttoorganizationaldevelopment,whichhasattractedtheattentionofmanyscholarsandmanagers,whohaveconductedresearchtoexploretheunderlyingcausesinordertomakemanagementimprovementsaccordingly.Becauseonlythencantheorganizationfocusonbuildingcorecompetenciesandachievingthestrategicgoalsoftheorganization.Inthiscontext,workvalues,psychologicalcontractandorganizationalcommitmentwereselectedasthestudysubjects,andthesampleofpost-90employeeswasusedtocollectsampledatausingthematurityscaleincombinationwithsamplecharacteristicsvariablestoexaminetherelationshipbetweenworkvalues,psychologicalcontractandorganizationalcommitmenttounderstandthenaturebehindthehindrance.Theresultsoftheanalysisoftheresearchdataindicatethatthedimensionsofworkvalues,psychologicalcontractandorganizationalcommitmenthaveasignificantimpactoneachotherandthatthepsychologicalcontractcaninterveneandpartlymediatetheimpactofworkvaluesonorganizationalcommitment.Finally,basedonthefindingsofthestudy,managementrecommendationsaremadetounderstandthecharacteristicsofpost-90workvalues,improvethefitbetweenemployeesandtheorganization,fullygrasptheneedsofpost-90employeesandrebuildthepsychologicalcontract.Keywords:Workvalues;psychologicalcontracts;organizationalcommitment;post-90semployees目录内容摘要...............................................IAbstract.................................................II一、绪论.................................................1（一）研究背景.........................................1（二）研究意义.........................................11.理论意义.........................................12.实践意义.........................................1（三）研究方法和思路...................................11.研究方法.........................................12.研究框架.........................................2（四）研究假设.........................................31.90后员工工作价值观与心理契约的关系假设..........32.90后员工工作价值观与组织承诺的关系假设..........33.90后员工心理契约与组织承诺的关系假设............34.心理契约的中介作用的假设.........................3二、相关理论综述..........................................4（一）工作价值观.......................................41.工作价值观的概念.................
