CAJ | 학술논문

员工绩效多年以来一直是人力资源管理研究的重要内容。本文首先介绍了绩效的概念与心理契约的发展，然后通过对有关文献进行分析，探讨了心理契约兑现程度对员工绩效的影响机制。在此基础上，利用高等学校专任教师的调查数据，以回归分析方法对该机制进行了经验验证。通过分析我们发现，情感承诺与规范承诺对于心理契约兑现程度与员工的任务绩效和环境绩效之间的关系有中介作用，而持续承诺则没有这种中介作用。
원공적효다년이래일직시인력자원관리연구적중요내용。본문수선개소료적효적개념여심리계약적발전，연후통과대유관문헌진행분석，탐토료심리계약태현정도대원공적효적영향궤제。재차기출상，이용고등학교전임교사적조사수거，이회귀분석방법대해궤제진행료경험험증。통과분석아문발현，정감승낙여규범승낙대우심리계약태현정도여원공적임무적효화배경적효지간적관계유중개작용，이지속승낙칙몰유저충중개작용。
For many years, the employee performance has always been the important content of HRM. This paper first introduces the concept of performance and the development of psychological contracts, and then, after reviewing the related literature, an- alyzes the effects of degree of fulfillment of psychological contract on employee performance. In addition, by using data of college teachers and regression methods, it empirically tests this system. Through analyses, we find out that the affective commitment and the normative commitment mediate the relationship between the degree of fulfillment of psychological contracts and employee task and environmental performances while the continuance commitment does nnt.