Psychological Contract Inventory 心理契约清单（Rousseau，2000）

简介

心理契约是一种个体对自身与另一方（如雇主）之间相互义务的信念（Rousseau，1989）。这种信念是基于当事方所约束的交换承诺（例如就业或就业机会）的看法。Rousseau（2000）制定的心理契约清单（Psychological Contract Inventory，PCI）有两个基本目的：1）作为心理测量工具，用于评估组织研究中使用的心理契约的可概括内容，以及2）作为自我得分评估，用以支持执行和职业教育。心理契约可以被操作化为多个维度。PCI包括内容和评估的测量，首先评估一系列雇佣中可能发生的特定项目，然后评估受访者向雇主践行的承诺以及雇主已经向其践行的承诺。PCI评估有关特定雇佣关系的个人主观报告，它可以在各种参考框架中用于衡量雇佣关系的主观经验：1）工人/雇员/承包商，2）特定工人或工人组的主管或经理，或3）“理想”或优先 由工人、经理或其他人描述的心理契约。

信度与效度

员工内部发展（平衡）、雇主内部发展（平衡）、员工短期（交易）、雇主短期（交易）、员工忠诚度（关系）、雇主忠诚度（关系）、员工狭窄（交易）、雇主狭窄（交易）、员工动态绩效（平衡）、雇主动态表现（平衡）、员工外部就业能力（平衡）、雇主外部就业能力（平衡）、员工稳定（关系）、雇主稳定（关系）、员工不信任（过渡）、雇主不信任（过渡）、员工不确定性（过渡）、雇主不确定性（过渡）、员工侵蚀（过渡）、雇主侵蚀（过渡）的conbrach’s alpha系数分别为0.78、0.81、0.71、0.68、0.72、0.80、0.82、0.65、0.72、0.77、0.80、0.75、0.72、0.72、0.83、0.78、0.87、0.84、0.75。

量表

Employer Obligations (Short-term, Loyalty, Narrow, Dynamic Performance, Internal Development, External Development, and Stability) and had the following instruction: “Consider your relationship with your current employer. To what extent has your employer made the following commitment or obligation to you? Please answer each question using the following scale.”(1=not at all 2=slightly 3=somewhat 4=moderately 5=to a great extent)
The second set contained the three Employer Transition scales (Mistrust, Uncertainty, and Erosion) and used the following instructions to accompany a 1-5 scale “To what extent do the items below describe your employer’s relationship to you?”.
The third set contained the seven Employee obligations (comparable to the Employer measures above) and used this instruction: “ To what extent have you made the following commitment or obligation to your employer? ” Again, the same 1 to 5 scale was used as above.
Lastly, the fourth set contained the Employee Transition scales comparable to those above for Employer Transition. The instruction read ” To what extent do the items below describe your relationship with your employer?” Again, the same 1to 5 item scale was used.

Employee Internal Development ((Balanced)
Seek out assignments that enhance my value to this employer (C5) – should change “assignments” to “development”
Build contacts inside the organization that increase my knowledge base (C12) –delete (note: this seems to load also on External Development)
Build skills to increase my value to this organization (C19)
Make myself increasingly valuable to my employer (C26)
Actively seek internal opportunities for training and development (C33)
Comments: Alpha reliability of C5,C19,C26 and C33 is 0.78. Ang and
Goh (1999) report an alpha of 0.79 for a three item scale (C5, C12, C26).
Employer Internal Development (Balanced)
Skill development that increases my value to the firm (A5) –reword or delete?
Developmental opportunities within this firm for me (A12)
Advancement within the firm (A19)
Exposure and visibility inside the firm (A 26) –delete
Opportunities for promotion (A33)
Comments: A12,A19,A33 have alpha reliability of 0.81 (Reword A5 and delete A26). Ang and Goh (1999) report an alpha of 0.84 with a three item scale (A12,A26,A33).
Note: r= 0.27 between ER and EE Internal development scales.
Employee Short-term (Transactional)
Quit whenever I want (C1)
I have no future obligations to this employer (C8)
Leave at any time I choose (C15)
Work here for a limited time only (C22)
I have made few commitments to this employer regarding the future (C29)—delete
Comments: Alpha reliability of C1,C8,C15,C22 is 0.71. Ang and Goh
(1999) report an alpha of 0.74 for a three item scale (C1,C8,C22).
Employer Short-term (Transactional)
Employment for a specific or limited time. (A1)
(suggested replacement: Employment for a specified time period)
Makes no commitments to retain me in the future (A8)
Short-term employment (A15)
It has made no promises to continue my employment (A22)
It can terminate my employment at any time (should this be rewritten?) (A29)
Comments: Low reliabilities. Ang and Goh (1999) used a 4 item version
(omitting A22) and yielded an alpha of 0.68 (higher, 0.71, if A29 were omitted).
Employee Loyalty (Relational)
Be loyal to this organization (C2)
Make personal sacrifices for this organization (C9)
Take this organization's concerns personally (C16)
Protect this organization's image (C23)
Commit myself personally to this organization (C30)
Comments: Alpha reliability of C9,C16,C23,C30 is 0.72. Ang and Goh
(1999) report an alpha of 0.82 for a three item scale (C2, C9, C16).
Employer Loyalty (Relational)
Concern for my personal welfare (A2)
Sacrifice short-term organizational interests for employee interests (suggested replacement: Sacrifice organizational interests for employee interests) –delete? (A9)
Be responsive to employee concerns and well-being (A16)
Make decisions with my interests in mind (A23)
Concern for my long-term well-being (A30)
Comments: Alpha reliability 0.80. Ang and Goh (1999) report an alpha of 0.90 for a three item scale (A2, A16, A23).
Note: r=0.35 between ER and EE Loyalty measures.
Employee Narrow (Transactional)
Perform only required tasks (C3)
Perform only specific duties for which I am compensated (C10) – delete
Do only what I am paid to do (C17)
Fulfill a limited number of responsibilities (C24)
Only perform specific duties I agreed to when hired (C31)
Comments: Alpha reliability of C3,C17,C24,C31 is 0.82. Ang and Goh
(1999) report an alpha of 0.76 for a three item scale (C17, C24, C31).
Employer Narrow (Transactional)
Pay me only for specific duties I perform –delete (A3)
Limited involvement in the organization (A10)
Training me only for my current job (A17)
A job limited to specific, well-defined responsibilities (A24)
Require me to do only limited duties I was hired to perform –reword? (A31)
Comments: Alpha reliability without A3 is 0.65. Need to reword A31.
Ang and Goh (1999) used four item scale (omitting A31) with an alpha of 0.64.
Note: r=0.52 between Employee and Employer Narrow scales.
Employee Dynamic Performance (Balanced)
Accept increasingly challenging performance standards (C4)
Take personal responsibility for making the organization more successful (C11) –reword. Accept new and different performance demands.
Accept frequent changes in performance demands (C18) –delete
Respond positively to dynamic performance requirements (C25)
Continuously exceed my formal accountabilities (add “and goals”) (C32)
Comments: Alpha reliability of C4,C11,C25,C32 is 0.72. Ang and Goh
(1999) report an alpha of 0.83 for a three item scale (C4, C18, C25).
Employer Dynamic Performance (Balanced)
Support me to attain the highest possible levels of performance (A4)
Help me to respond to ever greater industry standards (A11)
Support me in meeting increasingly higher goals (A18)
Frequently changing what it demands of me in response to market pressures (A25)—delete
Set ever more difficult and challenging performance goals for me (A32)
Comments: Alpha reliability without A25 is 0.77. Ang and Goh (1999) report an alpha of 0.90 with a three item scale A4,A11,A18.
Note: r=0.39 between Employee and Employer Dynamic Performance Measures.
Employee External Employability (Balanced)
Build contacts outside this firm that enhance my career potential (C6)
Continuously work to enhance my marketability (C13)—delete
Increase my visibility to potential employers outside the firm (C20)
Build skills to increase my future employment opportunities (C27)
Seek out assignments that enhance my employability (add: elsewhere) (C34)
Comments: Alpha reliability of C6,C20,C27,C34 is .80. Ang and Goh
(1999) report an alpha of .82 for a three item scale (C6, C20, C27).
Employer External Employability (Balanced)
Help me develop externally marketable skills (A6)
Develop my visibility outside the firm (A13)—delete
Job assignments that enhance my external marketability (A20)
Potential job opportunities outside the firm (A27)
Contacts that create employment opportunities elsewhere (A34)
Alpha reliability of A6,A20,A27,A34 is 0.75. Ang and Goh (1999) report an alpha of 0.83 for a 3 item scale (A13,A20,A34).
Note: r=0.43 between Employee and Employer External Employability measures.
Employee Stability (Relational) --REWORK
Remain with this organization indefinitely (C7)
Not look for a job elsewhere (C14)
Do what it takes to keep my job (C21)
Be a steady employee (C28)
Make no plans to work anywhere else (C35)
Comments: Alpha reliability of C35 and C7 is 0.72 Need to focus on continuous commitment. Ang and Goh (1999) report an alpha of 0.69 for a four item scale (C7, C21,C28, C35).
Employer Stability (Relational)
Secure employment (A7)
Stable wages over time (A14)—delete
Wages and benefits I can count on (A21)
Steady employment (A28)
Stable benefits for employees' families (A35)
Comments: Alpha reliability of A7,A21,A28,A35 is 0.72. Ang and Goh
(1999) report an alph of 0.83 for a three item scale (A7,A14,A28).
Employee Mistrust (Transition)
I cannot believe what this employer tells me (D1)
I expect little from this employer (D4) –delete
I have no trust in this employer (D7)
A gap exists between my employer's promises and what it delivers (D10)—delete
Inconsistency exists between what this employer says and does (D13)
Recommended new 4th item: This employer is not trustworthy.
Comments: Alpha reliability of D1,D7,D13 is 0.83 and D1,D7,D10, D13 has an alpha of 0.87. Ang and Goh (1999) report an alpha of .89 for a three item scale (D1, D10, D13).
Employer Mistrust (Transition)
Withholds information from me (B1)
Doesn't trust me (B4) or This employer does not act as if it trusts me?
Introduces changes without involving me (B7) (or should this be revised to Introduces changes without involving employees?)
Doesn't share important information with me (B10)
Distrusts its employees (B13)--delete (for consistency, should this be revised to Distrusts me?)
Comment: Alpha reliability of B1,B4,B7,B10 is 0.78. Ang and Goh (1999) used three items for an alpha of .75 (B4, B7, B13).
Note: r=0.65 between Employee and Employer Mistrust measures.
Employee Uncertainty (Transition)
I am uncertain what my obligations are to this employer (D2)
It's difficult for me to predict the future of this relationship (D5)
I cannot anticipate what my future relationship with the employer will be (D8)
It's difficult to anticipate my future commitments (D11)
My commitments to this employer are uncertain (D14) is this item better than D2??
Comments: Alpha reliability of D5,D8,D11,D14 is 0.85. Ang and Goh
(1999) report an alpha of 0.86 for a three item scale (D2, D5, D8).
Employer Uncertainty (Transition)
Difficult to know what its relations are to me at present (B2)—delete
Difficult to predict future direction of its relations with me (B5)
An uncertain future regarding its relations with me (B8)
Uncertainty regarding its commitments to employees (B11)
Uncertainty regarding its commitments to me (B14)
Comments: Alpha reliability of B5,B8,B11,B14 is 0.87. Ang and Goh (1999) used three items (B8, B11, B 14) for an alpha of 0.93.
Note: r=0.69 between Employee and Employer Uncertainty measures.
Employee Erosion (Transition)
My job security is diminishing over time (D3)—delete
I'm getting less pay for more work (D6)
I'm doing more for less (D9)
I expect less from this employer tomorrow than I receive today (D12)
I expect increasing demands from this employer for little return (D15)
Comments: Alpha reliability of D6,D9,D12,D15 is 0.84. Ang and Goh (1999) report an alpha of 0.81 for a three item scale (D6, D12, D15).
Employer Erosion (Transition)
Demands more from me while giving me less in return (B3)
Promises less and less over time (B6)--delete
Decreased benefits in the next few years (B9)
Stagnant or reduced wages the longer I work here (B12)
More and more work for less pay (B15)
Comments: Alpha reliability of B3,B9,B12,B15 is 0.75. Ang and Goh(1999) report alpha of 0.84 with three item scale (B9,B12,B15).
Note: r=0.78 between Employee and Employer versions of Erosion scale. Perhaps only one should be used.

计分方法

采用李克特五点计分法进行测量，可计算平均分。

量表出处

Rousseau, D. M. (2000). Psychological contract inventory (Tech. Rep. No. 2000–2).Pittsburgh: Heinz School of Public Policy and Management, Carnegie Mellon University.

参考文献

Ang, G. & Goh, K. (1999). Motivational traits and psychological contracts in Singapore. Master’s thesis, Nanyang Business School, Nanyang Techological University, Singapore.

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