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首页> 外文期刊>Journal of organizational behavior >A process perspective on psychological contract change: Making sense of, and repairing, psychological contract breach and violation through employee coping actions
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A process perspective on psychological contract change: Making sense of, and repairing, psychological contract breach and violation through employee coping actions

机译：心理契约变更的过程视角：了解和修复心理契约违规以及通过员工应对措施进行的违规

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Psychological contracts are dynamic, but few studies explore the processes driving change and how employees influence them. By adopting a process approach with a teleological change lens, and drawing upon the sensemaking and coping literatures, this study positions individuals as active and adaptive agents driving contract change. Employing a mixed methodology, with a four-wave longitudinal survey (n=107 graduate newcomers) and qualitative interviews (n=26 graduate newcomers), the study focuses on unfolding events and develops an adaptive remediation process model aimed at unraveling contract dynamics. The model demonstrates how breach or violation events trigger sensemaking, resulting in initially negative employee reactions and a withdrawal of perceived contributions, before individuals exercise their agency and enact coping strategies to make sense of, and adapt and respond to, these discrepancies. A process of contract repair could then occur if the coping actions (termed remediation effects) were effective, with individuals returning to positive exchange perceptions. These actions either directly addressed the breach and repaired both it and the psychological contract (termed remedies) or involved cognitive reappraisal of the broader work environment and repaired the contract but not the breach (termed buffers). The results highlight the unfolding, processual nature of psychological contracting. Copyright (c) 2015 John Wiley & Sons, Ltd.
机译：心理契约是动态的，但是很少有研究探索推动变革的过程以及员工如何影响变革。通过采用带有目的论变化镜头的过程方法，并借鉴意义分析和应对文献，本研究将个人定位为驱动合同变化的主动和适应性主体。该研究采用混合方法，通过四波纵向调查（n = 107个应届毕业生）和定性访谈（n = 26个应届毕业生），重点研究了正在发生的事件，并开发了旨在揭示合同动态的自适应补救过程模型。该模型演示了违规或违规事件如何触发理性认识，从而在员工行使代理权并制定应对策略以理解，适应和应对这些差异之前，最初造成负面的员工反应，并撤消感知的贡献。如果应对措施（称为补救作用）有效，并且个人恢复了积极的交流知觉，则可能会发生合同修复过程。这些措施或者直接解决了违规行为，并且修复了违约行为和心理契约（称为补救措施），或者涉及了对更广泛的工作环境的认知重新评估，并且修复了契约，但没有修复违约行为（称为缓冲）。结果突出了心理契约的展开，过程性。版权所有（c）2015 John Wiley＆Sons，Ltd.

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