摘 要
随着现代组织管理的深化发展，绩效管理在提升组织效能与员工满意度方面的重要性日益凸显，然而员工心理契约违背问题逐渐成为影响绩效管理效果的关键因素。本研究以心理契约为理论基础，结合绩效管理实践，探讨员工心理契约违背的成因、表现形式及其对组织和个体的潜在影响，并提出针对性的应对策略。研究采用问卷调查与深度访谈相结合的方法，选取多个行业样本进行数据收集与分析，通过量化统计与质性分析揭示心理契约违背的核心机制。结果表明，绩效管理中的目标设定不合理、反馈机制不健全以及激励措施缺乏公平性是导致心理契约违背的主要原因，而这种违背会显著降低员工的工作投入度与组织承诺，进而削弱整体绩效水平。本研究创新性地构建了基于心理契约视角的绩效管理优化框架，强调通过完善沟通机制、强化信任关系及实施个性化激励方案来修复和重塑心理契约。此外，研究还提出了“动态契约管理”理念，主张将心理契约纳入绩效管理体系的常态化监控与调整中。这一成果不仅丰富了心理契约理论在绩效管理领域的应用，也为组织提供了切实可行的实践指导，有助于实现员工与组织的共同发展。
关键词：心理契约违背；绩效管理；员工满意度；动态契约管理；沟通机制
Abstract: As modern organizational management continues to evolve, the importance of performance management in enhancing organizational effectiveness and employee satisfaction has become increasingly prominent. However, the issue of psychological contract breach among employees has gradually emerged as a critical factor influencing the effectiveness of performance management. Grounded in the theory of psychological contracts and integrated with performance management practices, this study investigates the causes, manifestations, and potential impacts of psychological contract breaches on both organizations and individuals, while proposing targeted coping strategies. By employing a mixed-methods approach combining questionnaire surveys and in-depth interviews, data were collected and analyzed from multiple industry samples. Through quantitative statistics and qualitative analysis, the core mechanisms underlying psychological contract breaches were revealed. The results indicate that unreasonable goal setting, an underdeveloped feedback mechanism, and a lack of fairness in incentive measures within performance management are the primary causes of psychological contract breaches. Such breaches significantly reduce employees' work engagement and organizational commitment, thereby weakening overall performance levels. Innovatively, this study constructs an optimized fr amework for performance management from the perspective of psychological contracts, emphasizing the improvement of communication mechanisms, the strengthening of trust relationships, and the implementation of personalized incentive schemes to repair and reconstruct psychological contracts. Furthermore, the study introduces the concept of "dynamic contract management," advocating for the integration of psychological contracts into the routine monitoring and adjustment of performance management systems. This research not only enriches the application of psychological contract theory in the field of performance management but also provides practical guidance for organizations, contributing to the co-development of employees and organizations.
Keywords: Psychological Contract Breach; Performance Management; Employee Satisfaction; Dynamic Contract Management; Communication Mechanism
目 录
一、绪论 1
（一）绩效管理与心理契约的研究背景 1
（二）研究绩效管理中员工心理契约的意义 1
（三）国内外研究现状分析 1
（四）本文研究方法与创新点 2
二、员工心理契约违背的理论基础 2
（一）心理契约的概念与特征 2
（二）心理契约违背的核心要素 3
（三）绩效管理对心理契约的影响机制 3
（四）心理契约违背的类型与表现形式 4
（五）相关理论框架综述 4
三、绩效管理中员工心理契约违背的表现与成因 4
（一）绩效目标设定与心理契约违背 5
（二）考核过程中的不公平感知 5
（三）激励措施与心理契约的失衡 6
（四）组织支持感缺乏对心理契约的影响 6
（五）心理契约违背的综合成因分析 7
四、应对员工心理契约违背的策略研究 7
（一）构建透明的绩效管理体系 7
（二）提升绩效考核的公平性与公正性 8
（三）强化激励机制以修复心理契约 8
（四）增强组织支持感与员工信任 9
（五）综合干预策略的设计与实施 9
结论 10
参考文献 11
致 谢 12
