CAJ | 학술논문

心理契约是组织行为学和人力资源管理研究者在雇佣关系研究中关注的焦点问题，契约可复制性概念的提出是该研究领域的重大突破。本文从理论与实证的角度，探讨了目前学术界对契约可复制性概念提出的背景、内涵及其与相关概念之间的关系，然后系统梳理了现有文献对契约可复制性相关变量的研究，主要包括年龄、工作经验、契约性质对契约可复制性的直接影响以及年龄相似性、年龄、工作年限和职业生涯阶段的调节作用，契约可复制性对组织承诺的负向影响及其对员工行为的调节作用。最后提出了未来研究应该首先对契约可复制性量表进行开发与完善，并注重情境化研究，关注心理契约的动态变化并进行纵向研究，开展本土化研究，为人力资源管理实践服务。
심리계약시조직행위학화인력자원관리연구자재고용관계연구중관주적초점문제，계약가복제성개념적제출시해연구영역적중대돌파。본문종이론여실증적각도，탐토료목전학술계대계약가복제성개념제출적배경、내함급기여상관개념지간적관계，연후계통소리료현유문헌대계약가복제성상관변량적연구，주요포괄년령、공작경험、계약성질대계약가복제성적직접영향이급년령상사성、년령、공작년한화직업생애계단적조절작용，계약가복제성대조직승낙적부향영향급기대원공행위적조절작용。최후제출료미래연구응해수선대계약가복제성량표진행개발여완선，병주중정경화연구，관주심리계약적동태변화병진행종향연구，개전본토화연구，위인력자원관리실천복무。
Psychological contract is one of the focus issues in the study of employment relations for organizational behavior and human resource management researchers. In the last decades psychological contracts have been viewed primarily as social exchanges between employees and employers in the same organization, researchers have rarely paid attention to whether employees view their psychological contracts as replicable in other organizations. It＇ s a major breakthrough for the bringing up of the concept contract replicahility. In this paper, the connotation of contract replicability and the relationships between related concepts were discussed in the perspective of theoretical and empirical study. Contract replicability refers to how likely the current psychological contract could be replicated in the open labor market, and it was discriminated from some related concepts such as idiosyncratic deals, perceived job alternatives, transactional and relational psychological contracts respectively by definitions. In recent studies, age, work experience, nature of contract was discussed as the dependent variables of contract replicability. Age and years of work experience were negatively related to perceptions of contract replicability, while nature of psychological contract influences contract replicability partially. Age similarity may moderate the relationship between chronological age and contract replicability. While age, work experience and career stages moderate the relationships of contract unreplieahility with affective commitment, normative commitment, and continuance commitment, such that these relationships are stronger for older employees than for younger employees, for more experienced employees than for less experienced employees, and for mid- and late-career employees than for early-career employees. The result of a longitudinal research suggested that perception of contract unreplicability was positively related to organizational commitment. That is, the more employees perceive their psychological contracts as difficult to replicate externally, the more likely they are to have strong affective commitment, normative commitment, and continuance commitment to present employers. Contract replicability has also been studied as a mediate variable. Specifically, contract replicability partially mediates the relationships of age and work experience with organizational exit, voice behavior, loyalty behavior and neglect behavior. That is, part of the negative effect of age and work experience on organizational exit, voice behavior and neglect behavior is due to greater perceptions of contracts being non-replicable elsewhere. While part of the positive effect of age and work experience on loyalty is due to greater perceptions of contracts being non-replicable elsewhere. Lastly, it expatiates upon the directions for future research. The study of contract replicability is still in its infancy. In order to promote future empirical studies, the most important thing for researchers is to develop and im- prove the scale of contract replicability with high reliability and validity. To identify the discriminate validity, we can measure the relevant variables such as relational contracts, transactional contracts, fairness, perception of job chance, and breach severity, and examine the relationships between contract replicability and these related concepts in empirical research. China researchers should focus more on context of native organizations and culture for the different attractiveness to employees between state-owned and private enterprises. And longitudinal research should be used to catch the dynamic changes of the psychological contract and its influences on employees＇ attitudes and behaviors. Further we can investigate contract replicability of different groups such as new generation （born after 1980）, elder workers （45 and above）, experienced workers, early/middle/later career workers to provide supports for managers in practice.