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组织支持理论和心理契约理论对于“员工-组织”关系的建立和保持起着重要作用。由于两种理论的侧重点不同,以往多究期对组织的影响。事实上虽然两个理论各成体系,有自己完整的作用过程,但是其作用的对象、作用过程、作用的结果都有着极大的关联。本文主要通过分析比较组织支持理论和心理契约理论的异同,进而将两种理论进行整合并分析提出了两个理论的相关联系,希望能为“员工-组织”关系研究提供崭新的视角。
Organizational support theory and psychological contract theory play an important role in the establishment and maintenance of the “employee-organization” relationship. Due to the different focus of the two theories, the impact of the previous study on the organization. In fact, although each of the two theories has its own system, it has its own complete process of action. However, the objects, the process and the result of its action have a great relationship. This paper mainly analyzes and compares the similarities and differences between the organizational support theory and the psychological contract theory, and then integrates the two theories and analyzes the relationship between the two theories, hoping to provide a new perspective for the study of the relationship between employees and organizations.