CAJ | 학술논문

心理契约是个体和组织之间不成文的、内隐的相互期望和理解，图书馆与员工之间也存在相互责任的心理契约。通过前期专家访谈、开放式问卷，编制图书馆心理契约调查问卷，对十所高校图书馆员工进行调查，发现图书馆与馆员双方的心理契约内容可以分为“交易”、“尊重”、“发展”三个维度，研究证明图书馆责任的三个维度正向影响了馆员的“尊重”维度。给馆员提供一个被尊重的工作环境，肯定其成绩，给予更多的拓展事业的发展空间，或许比物质奖励更加重要和迫切。图3。表6。参考文献13。
심리계약시개체화조직지간불성문적、내은적상호기망화리해，도서관여원공지간야존재상호책임적심리계약。통과전기전가방담、개방식문권，편제도서관심리계약조사문권，대십소고교도서관원공진행조사，발현도서관여관원쌍방적심리계약내용가이분위“교역”、“존중”、“발전”삼개유도，연구증명도서관책임적삼개유도정향영향료관원적“존중”유도。급관원제공일개피존중적공작배경，긍정기성적，급여경다적탁전사업적발전공간，혹허비물질장려경가중요화박절。도3。표6。삼고문헌13。
The psychological contract is the unwritten, implicit mutual expectations and understandings between individuals and organizations. There are psychological contracts with mutual responsibilities between the library and its employees. After interviewing experts and distributing open questionnaires, we form a questionnaire. We analyze the data and find that the psychological contract between library and employees can be divided into three dimensions： transaction dimension, respect dimension, and development dimension. The thesis also proves that those three dimensions of library＇s responsibilities have positive influences on the employees＇ respect dimension. We also present a summary and outlook at the end. It may be more important and urgent to provide librarians with working environment in which they feel being respected, to recognize their achievements and to offer more opportunities for career development rather than to give material reward. 3 figs. 6 tabs. 13 refs.