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首页> 外文期刊>Advanced Science Letters >Psychological Contract as a Mediator on the Relationship Between Human Resource Management Practices and Organizational Performance and Organizational Innovation
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Psychological Contract as a Mediator on the Relationship Between Human Resource Management Practices and Organizational Performance and Organizational Innovation

机译：心理合同作为介质的人力资源管理实践与组织绩效与组织绩效与组织创新的关系

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摘要

Technological advancements are major cause of development the world over and they also impact significantly on employment and work relations. As a result, employment contracts have been impacted in numerous ways. It is against this reality that the present study seeks to develop a frameworkfor finding out how psychological contract (employer–employee) mutual relationship would mediate on the link (relationships) that exist between human resource management (HRM) practices, organisational performance (OP) and organisational innovation (OI) within the context of NigerianManufacturing Industries. Findings from literatures show that employees agree with employers’ contract terms and conditions; as such any default in these terms of contracts will result to inverse expected performance. These create serious challenges in managing Human Resource practices,especially from employees’ psychological perspective. This conceptual paper contributed to the existing body of knowledge, since it explored the mediating role of PC in the organizational performance (OP) and organizational innovation (OI) which have not been studied in the Nigeria manufacturingcontext hence the Gap. It suggests that an empirical study should be conducted in future.
机译：技术进步是世界发展的主要原因，对就业和工作关系显着影响。因此，就业合同已被许多方式受到影响。本研究旨在提出制定一个框架，了解心理合同（雇主员工）相互关系如何在人力资源管理（HRM）实践，组织绩效（OP）之间的链接（关系）上进行调解在尼日利亚制造行业的背景下，组织创新（OI）。来自文献的调查结果表明，员工同意雇主的合同条款和条件;由于这些合同条款中的任何默认值都将导致逆预期的绩效。这些在管理人力资源实践方面产生了严峻挑战，特别是员工的心理观点。这种概念论文促成了现有的知识体系，因为它探讨了PC在组织绩效（OP）和组织创新（OI）中尚未在尼日利亚制造业的组织创新中进行调解作用，因此差距。它表明将来应进行实证研究。

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