勞雇心理契約理論建構的爭論之剖析及其解決之展望

Reappraising the Debates on the Building of the Theory of Psychological Contracts and Its Future Scenarios

陳照明(Jaw-Ming Chen) ； 萬榮水(Ron S. Wahn)

《中國行政評論》 10卷4期 (2001/09) Pp. 101-128

https://doi.org/10.6635/cpar.2001.10(4).04

摘要

本文旨在解析學術界關於勞雇心理契約（psychological contracts）理論建構的爭議，對問題的解決進行推論，並提出對於後續研究的建議。其爭議可分為兩派，關鍵在於它們對心理契約相互性的詮釋角度有所不同。勞雇心理契約的相關研究，其重點之一在於解釋勞雇關係的改變，而勞雇關的改，事實上是「舊約毀棄」和「新約形成」同時進行著；現有的研究中，一派以逐漸毀棄之「舊約」為背景，關注員工的認知與行為，另一派則以形成中的「新約」為背景，關注關係改變的結構因素。針對此一差異，本文認為：只要調整相互性的詮釋角度，將可涵括兩派的努力而漸次統整在一個架構之中。如此，則發展理論乃水到渠成。

關鍵字

心理契約研究 ； 組織理論 ； 勞雇關係 ； 理論建構

並列摘要

Although there are lots of related researches on psychological contracts, it still retains some arguments about its theory building. This paper reviews the main problems associated with the arguments, and finds that the key problem is the ways that they differently interpret the mutuality of psychological contracts. One of them concerns about employees’ cognition and behavior, the other concerns about the structural factors of relationship change. Finally, this paper also discusses sets of research agenda that may resolve the debates so far and may contribute to the building of a theory of psychological contracts.

並列關鍵字

psychological contracts studies ； organizational theory ； employer-employee relationship ； theory building