心理契约理论与工作满意度影响因素的研究

按照心理契约理论,对影响工作满意度的因素及其变化进行了假设和验证。即就服务年限分类的满意度而言,服务年限在1年以内的员工,其工作满意度最高,服务年限在1-2年的最低,其后则又随着服务年限的增加逐渐上升。市场流动性好的员工工作满意度较低,各项评价都要低于流动性较差的员工。工作满意度低的员工离职倾向比较高。结果部分地支持了这个假设。

The Study of Psychological Contract Theory at Job Satisfaction

This research examines the main factors affecting job satisfaction, and the changes of main factors of job satisfaction along with the years employed. According to Psychological Contract theory, we suggest that in the first year of employment employees have highest job satisfaction, in the second year of employment, employees have lowest job satisfaction , then along with the years employed, the employees' job satisfaction level rise up. It is also suggest that employees of high demand in the market have higher tendency to quit than other employees when they are dissatisfied. The result partly suppport our suggestion.