摘要
I
摘要
心理契约（Psychological Contract）自组织心理学家 Argyris 在上世纪 60 年代
提出以来，就成为很多心理学者和组织行为学者的研究对象。研究者认为，企业
与员工的关系不仅仅局限于正式的劳动契约，抑或经济契约，还存在一种隐形的，
非书面的心理预期，这些期望则构成了心理契约的内容。而随着心理契约的发展，
这一概念在 20 世纪 60 年代被引入到管理领域，成为了调整和控制组织行为，使
组织效率好，员工满意度高，构建和谐的劳动关系的一条有效途径

随着中国经济持续发力、迅猛增长。十八大以来，党中央继续加强中外经济
合作，陆续提出“一带一路”、两个经济走廊、461 中非合作框架等一系列战略
构想。这些战略构想和国家积极推动落实的金砖银行、丝路基金等金融配套，必
将为相关行业的对外投资合作及相关建设发展带来新机遇，推动我国对外经济合
作业务再上新台阶。国有企业作为“走出去”战略实施的中坚力量，员工外派在
相当长一段时间内必然成为新常态

HS 公司是一家大型国有企业，早在上世纪 80 年代就已经走出国门，在员工
外派方面经历了各个阶段的发展变化。在员工外派管理方面也做了各种尝试，从
无意识到有意识地进行员工和企业之间心理契约的构建工作，有着丰富的经验和
教训

文章通过对 HS 公司外派员工心理契约构建的实情调查和现状研究，借助问
卷调查和案例分析的手段，结合心理契约理论，归纳出 HS 公司在心理契约发展
维度主要内容的构建和管理方面存在的问题，在员工的外派前选派和培训、外派
中海外补贴设计、外派后回任管理的全过程管理中提出了“关于公司外派员工和
谐心理契约构建”的改进方案与保障机制

本文以企业外派员工为研究对象，运用了理论分析和实证分析相结合的方法，
以“派的出、留得住、干得好、回得来”为目标，分析了 HS 公司心理契约管理过
程中的得失，探讨了如何才能通过合理的政策制度和人性的管理手段，帮助国有
企业在国内和海外系统地培养和管理外派人才

关键词：国有企业；外派员工；心理契约ABSTRACT
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ABSTRACT
The psychological contract was first proposed by organizational psychologist
Argyris in 1960. Since then, many scholars have carried out research on this
psychological contract, researchers believe that in addition to the formal labor contract,
or economic contract, there exists mutual expectations that implicit, informal and not
in written in the relationship between the employee and the organization, they
constitute the psychological contract content. With the development of psychological
contract, this concept was introduced into the field of management in 1960s, the
research on the implicit contracts hereinafter called psychological contract between the
employees and organizations, have been much more effectively to adjust and control
the organizational behavior, organizational efficiency, employee satisfaction, an
effective way to build a harmonious labor relations.
Being with the sustained rapid economic growth of China since the 18
th
Congress,
the Central Committee has put forward the The Belt and Road, Pakistan and BCIM
economic corridor, the 461 China Africa cooperation framework and a series of
strategic vision, lays out a blueprint for economic cooperation with other nations. The
implementation of the strategic cooperation, promotion of the BRIC banks, and other
financial arrangements for the implementation of the Silk Road, will bring new
opportunities for the development and investment of the related industries, and will
also promote China&39;s foreign cooperation to a new level. As the backbone of the
implementation of the going out strategy, employees being dispatched abroad will
inevitably become the new normal.
HS Company, a large state-owned enterprise, as early as in the 80s of last century,
has gone out of the country, experienced various stages of development and changes in
management of expatriate employee, having a wealth of experience and lessons in
building up the relationship basis on consciously aware of the psychological contract
between employees and enterprises.
This article raises some possibilities and advises throughout the whole procedure
of the employee psychological contract construction and management in respect of the
candidate choosing and training before dispatch, incentive overseas subsidy designing
during dispatch, and assignment mobility management after dispatch to improve it, andABSTRACT
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set up security system to assure the improvement, through the actual investigation and
research of the status of HS Company’s psychological contract by utilizing the modern
tools of questionnaire analysis and case study combined with the related psychological
contract theory to analysis the data and conclude the existing problems in related with
the items of developing dimension.
In this paper, Chinese corporate expatriates are the research objects, by using the
method of theoretical analysis and empirical analysis, aim to realize the policy of can
send out, can stick to, can work well, can come back under the reasonable institutional
arrangements and humanized management in the domestic and overseas talent training
and HR management systems.
Key words: state-owned enterprises; expatriate employees; psychological contract目 录
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目 录
第一章 绪论........ 1
1.1 论文研究背景..... 1
1.2 论文研究目的..... 2
1.3 论文研究方法..... 2
1.4 论文研究内容..... 3
第二章 心理契约的相关理论.... 4
2.1 心理契约基础理论......... 4
2.1.1 心理契约概念及发展历程 .......... 4
2.1.2 心理契约研究对象的发展 .......... 6
2.1.3 心理契约的违背12
本章小结..... 14
第三章 HS 公司外派员工的心理契约构建现状及问题分析 15
3.1 HS 公司情况简介 ......... 15
3.1.1HS 公司的历史沿革 ........ 15
3.1.2HS 公司的经营状况 ........ 16
3.1.3HS 公司的组织结构 ........ 16
3.2 调查问卷设计 ... 16
3.2.1 心理契约量表 ..... 17
3.2.2 计分方式说明 ..... 18
3.3 问卷调查实施 ... 19
3.3.1 被试样本