【正文】 了相應(yīng)的管理建議。隨著心理契約的概念于 1960 年代初被引入管理領(lǐng)域，漸漸地引起了國(guó)內(nèi)外學(xué)者的廣泛關(guān)注，人們逐漸認(rèn)識(shí)到，在正式的經(jīng)濟(jì)契約之外，員工與組織二者之間仍舊存在著一種隱含的、非正式的“心理契約” ，二者共同調(diào)節(jié)著員工與企業(yè)的關(guān)系。I / 64學(xué)校編碼：10173 分類號(hào) 密級(jí) 學(xué) 號(hào)：220221233 UDC 碩 士 學(xué) 位 論 文 員工心理契約、工作滿意度與離職意愿關(guān)系研究——以 A 銀行大連分行為例A Study on the Relationship among Psychological Contract, Job satisfaction and Turnover intention——Take Bank A Dalian Branch for example高丹竹指導(dǎo)教師姓名： 金延平 副教授 一級(jí)學(xué)科名稱： 管理學(xué) 二級(jí)學(xué)科名稱： 人力資源管理 論文答辯時(shí)間： 2022 年 12 月 4 日I / 64摘 要“人”的問題向來都是企業(yè)最關(guān)心的問題之一，隨著人才競(jìng)爭(zhēng)的日益加劇，如何留住千方百計(jì)尋找到的人才業(yè)已成為人力資源管理工作者急需解決的問題。在解決這一問題時(shí)，企業(yè)管理者很容易想到要通過提高員工的工作滿意來降低離職率，但是如何才能建立并保持這種心理平衡卻是一項(xiàng)難題。本文以 A 銀行大連分行為研究樣本，通過發(fā)放問卷對(duì)該銀行員工進(jìn)行調(diào)查，之后利用 等統(tǒng)計(jì)分析工具對(duì)調(diào)查得到的數(shù)據(jù)進(jìn)行分析和檢驗(yàn)，意在研究心理契約、工作滿意度和離職意愿之間的關(guān)系，以期在心理契約的層面探究員工滿意度及離職意愿，進(jìn)而為企業(yè)的人力資源管理工作提供新的指導(dǎo)思路。通過實(shí)證研究本文得出以下結(jié)論：第一，從總體上看被調(diào)查樣本的心理契約程度比較高，工作滿意度比較高，離職意愿不強(qiáng)烈，總體的滿意度比較好，員工穩(wěn)定性比較高。年齡因素對(duì)員工的心理契約及其三個(gè)維度、工作滿意度存在顯著影響；教育程度僅在心理契約的發(fā)展維度上呈現(xiàn)顯著性差異；單位工齡對(duì)員工的心理契約及其三個(gè)維度、工作滿意度存在顯著影響；而性別、部門、職位三個(gè)因素對(duì)員工心理契約、工作滿意度以及離職意愿均沒有顯著影響。員工工作滿意度與離職意愿之間存在比較顯著的負(fù)相關(guān)。第五，員工心理契約通過工作滿意度對(duì)離職意愿具有預(yù)測(cè)能力。本文的主要不足之處在于：首先，在研究對(duì)象上，由于研究條件的限制，本文只選取了大連地區(qū)一家銀行作為研究樣本，并沒有在大連地區(qū)進(jìn)行針對(duì)所有銀行的大規(guī)模調(diào)查，樣本數(shù)據(jù)較為局限，因此，研究結(jié)論必然會(huì)有一定的局限性，只能代表個(gè)案情況。關(guān)鍵詞：心理契約，工作滿意度，離職意愿I / 64ABSTRACTThe problem of “talented person” has always been what enterprises most concern. As petition intensifies, how to keep talented people stay has been the problem for human resource administrators to grip with. In solving this problem, it is normal to reduce turnover rate by improving staff’s job satisfaction, while it is a difficult problem to build and to keep this psychological balance. The concept of Psychological Contract was introduced into management domain in the early 1960s, and it gradually caused worldwide concern。Part two reviews domestic and foreign scholars’ research findings about relevant variables。 while turnover intension is not so strong.Secondly, different personal attribute influences his or her psychological contract, job satisfaction and turnover intension with a different degree. Age factor has significant effects on staff’s psychological contract and its three dimensions, and job satisfaction。 length of service can influence staff’s psychological contract, job satisfaction and turnover intension obviously。 staff’s psychological contract has obvious negative correlation with turnover intension, so does each of its three dimensions. A obvious negative correlation exists between job satisfaction and turnover intension.Fourthly, different dimension of staff’s psychological contract has different effect on job satisfaction. Among the three dimensions, interpersonal dimension has the highest predictability to job satisfaction, developmental dimension the second, normative dimension the third.The fifth point lies in that staff’s psychological contract has predictability to turnover intension through job satisfaction.As for the innovation of this thesis, it has proved that psychological contract influences turnover intension through job satisfaction, and it has checked out different predictabilities from three dimensions of psychological contract. These innovations have strong significance on helping enterprises manage with a clear aim.There still leaves much to be desired: firstly, about the research object, due to the condition limitation, it only takes one bank instead of all banks in Dalian as the research sample, resulting in limitation in research conclusion. Secondly, about III / 64variables, due to author’s limited research ability, it only studies on staff’s psychological contract, omitting anizations’ psychological contract. Key words: Psychological Contract, Job satisfaction, Turnover intention1 / 64目 錄1 緒論 ??????????????????????????????????????????????????????????????????????????????????????????????????????1 研究背景 ???????????????????????????????????????????????????????????????????????????????????????????????????????????1 研究目的 ???????????????????????????????????????????????????????????????????????????????????????????????????????????2 研究方法和過程 ???????????????????????????????????????????????????????????????????????????????????????????????2 研究方法 ????????????????????????????????????????????????????????????????????????????????????????????????????2 研究過程 ????????????????????????????????????????????????????????????????????????????????????????????????????2 本文創(chuàng)新點(diǎn) ???????????????????????????????????????????????????????????????????????????????????????????????????????42 相關(guān)理論研究綜述 ??????????????????????????????????????????????????????????????????????????????5 心理契約相關(guān)理論綜述 ???????????????????????????????????????????????????????????????????????????????????5 心理契約的概念和發(fā)展 ????????????????????????????????????????????????????????????????????????????5 心理契約的內(nèi)容和結(jié)構(gòu) ????????????????????????????????????????????????????????????????????????????7 心理契約的類型 ????????????????????????????????????????????????????????????????????????????????????????7 心理契約的測(cè)量 ????????????????????????????????????????????????????????????????????????????????????????9 工作滿意度相關(guān)理論綜述 ???????????????????????????????????????????????????????????????????????????????9 工作滿意度的涵義 ????????????????????????????????????????????????????????????????????????????????????9 員工滿意度的理論基礎(chǔ) ??????????????????????????????????????????????????????????????????????????12 工作滿意度的影響因素 ??????????????????????????????????????????????????????????????????????????14 工作滿意度的測(cè)量 ??????????????????????????????????????????????????????????????????????????????????15 離職相關(guān)理論綜述 ?????????????????????????????????????????????????????????????????????????????????????????16 離職的涵義 ??????????????????????????????????????????????????????????????????????????????????????????????16 離職模型 ??????????????????????????????????????????????????????????????????????????????????????????????????16 離職意愿的測(cè)量 ??????????????????????????????????????????????????????????????????????