当今产业变革的两个重要的演变趋势是全球化和信息化，这一变革迫切需要企业具 有灵活性、快速反应能力、创新能力和保持低成本的竞争优势。而在现代经济社会中， 企业核心员工具备专业知识和专业技能，是企业创新和技术壁垒形成的主力军。因此， 企业核心员工的绩效水平对企业整体的绩效水平影响非常大，甚至起着决定性作用。随 着对核心员工的重视，心理契约这个概念也越来越多的被提及到。相关研究提出，心理 契约作为连接枢纽，可以增加员工对企业的归属感和满意度，减少员工的心理落差，同 时对忠诚度也有相当的影响作用。本文研究心理契约、忠诚度、权威式领导和企业核心 员工绩效的关系，通过探索变量之间的关系，为企业提高绩效提供对策建议。 首先，论文系统阐述了心理契约、忠诚度、权威式领导、核心员工绩效等的研究现 状，重新对它们的内涵进行界定，并对心理契约的维度进行划分，进而对各变量之间的 关系进行研究，为下文奠定理论基础。其次，对心理契约、忠诚度、权威式领导、核心 员工绩效之间的作用关系进行研究，通过总结学者们对于各变量之间的关系研究，提出 相关假设，构建本文的概念模型。再次，进行实证研究。通过文献研究等方法确立了本 文的调查问卷，确定最终题项为30个。运用SPSS23.0和AMOS23.0软件对360份有效 样本数据进行实证分析，利用结构方程方法验证了心理契约对企业核心员工绩效的关系， 利用 Bootstrap 技术检验忠诚度在心理契约与企业核心员工绩效之间的中介效应；利用 多元回归分析方法验证了权威式领导的调节作用。最后，针对企业提高核心员工绩效提 出相应的对策与建议。从心理契约三个视角、领导风格视角对提高企业核心员工绩效提 出相应的对策与建议，以期为企业提升总体绩效和核心员工绩效提供有益的借鉴。 关键词:心理契约；忠诚度；员工绩效；权威式领导；核心员工 哈尔滨工程大学硕士学位论文 Abstract With the rapid change and development of society,the living environment of enterprises is also constantly changing,Corporate restructuring，merging and redundancies are happening more frequent in morden corporate. Meanwhile,the relationship between staff and enterprises is gradually changing. Professional knowledge and expertise of core staff are the major dynamic for the formation of enterprise innovation and technological barriers in modern economic society. Therefore, the performance level of the core staff has a great impact on the entire enterprise, and even plays a decisive role. With the more emphasis on core staff, the concept of psychological contracts has been increasingly mentioned. Relevant research suggests that psychological contracts can be used as a connection hub to increase staff ' sense of belonging and satisfaction with the company. To reduce psychological gaps,to having an impact on staff`s loyalty. This article studies the relationship between psychological contract, loyalty, authoritative leadership, and core staff performance to provide countermeasures and suggestions for improving the performance of the enterprise by exploring the relationship between variables. Firstly, the thesis expounds the current research status of psychological contract, loyalty, authoritative leadership, staff performance.etc. systematically, re-defines the connotation, divides the dimensions of psychological contract, and then conducts the relationship between variables. The study lays the theoretical foundation for the following. Secondly, this paper studies the relationship among the four parts. By summarizing scholars' research on the relationship via various variables, it puts forward relevant assumptions and constructs the conceptual model. Thirdly, conduct empirical research. The survey questionnaire was established through literature research and other methods, and the thirty items were determined finally. Using SPSS23.0 and AMOS23.0 software to conduct empirical analysis on 360 valid sample data, verify the relationship between psychological contract, loyalty, and core staff performance, by using the structural equation to test the mediating role of loyalty. besides, applying regression analysis to test regulatory role of authoritative leadership. Finally, it puts forward corresponding countermeasures and suggestions for improving the performance of core staff. From the perspective of psychological contract and leadership style, 心理契约、忠诚度与企业核心员工绩效的关系研究 it comes out countermeasures and suggestions to improve the performance of core staff, with a view to providing useful reference for enterprises to improve overall performance and core staff performance. Keywords: Psychological contract; Loyalty; Staff performance; Authoritative leadership; Core staff 哈尔滨工程大学硕士学位论文 目 录 第1章 绪论 ··· 1 1.1论文的研究背景、目的及意义 ·········· 1 1.1.1论文的研究背景 ···· 1 1.1.2论文的研究目的及意义 ············· 3 1.2国内外研究现状 ·········· 4 1.2.1国外研究现状 ······· 4 1.2.2国内研究现状 ······· 8 1.2.3国内外研究现状评述 ··············· 12 1.3论文研究的总体思路和研究方法 ······ 13 1.3.1论文研究的总体思路 ··············· 13 1.3.2论文的研究方法 ··· 14 1.4论文的创新之处 ········· 15 第2章 相关理论基础········· 16 2.1核心员工 ················· 16 2.1.1核心员工概述 ······ 16 2.1.2核心员工的识别 ··· 17 2.2心理契约理论 ············ 18 2.2.1心理契约概念 ······ 18 2.2.2心理契约维度 ······ 20 2.3忠诚度 ·· 21 2.3.1忠诚度界定 ········· 21 2.3.2忠诚度维度 ········· 22 2.3.3忠诚度的前因变量 22 2.3.4忠诚度的结果变量 23 2.4权威式领导··············· 24 2.4.1家长式领导 ········· 24 2.4.2权威式领导的定义及特点 ········· 25 2.5核心员工绩效 ············ 25 心理契约、忠诚度与企业核心员工绩效的关系研究 2.5.1员工绩效的概述 ··· 25 2.5.2核心员工绩效的概述 ··············· 27 2.6本章小结 ················· 28 第3章 心理契约、忠诚度与企业核心员工绩效关系的研究假设及理论模型 ············ 29 3.1心理契约、忠诚度与企业核心员工绩效关系的研究假设 ············ 29 3.1.1心理契约与企业核心员工绩效的关系 ············ 29 3.1.2忠诚度在心理契约与企业核心员工绩效的中介作用 ············ 30 3.1.3权威式领导的调节作用 ············ 31 3.2心理契约、忠诚度与企业核心员工绩效关系的理论模型构建 ······ 33 3.3本章小结 ················· 34 第4章 心理契约、忠诚度与企业核心员工绩效关系的研究设计 ········· 35 4.1变量测量 ················· 35 4.1.1心理契约的测量 ··· 35 4.1.2忠诚度的测量 ······ 35 4.1.3权威式领导的测量 36 4.1.4核心员工绩效的测量 ··············· 36 4.2问卷设计 ················· 37 4.2.1问卷设计的原则 ··· 37 4.2.2问卷设计的内容 ··· 38 4.3数据收集与描述性统计 38 4.4本章小结 ················· 39 第5章 心理契约、忠诚度与企业核心员工绩效关系的实证研究 ········· 40 5.1问卷信度和效度检验 ··· 40 5.1.1问卷的信度检验 ··· 40 5.1.2问卷的效度检验 ··· 41 5.2心理契约与企业核心员工绩效的关系检验 ············ 45 5.3忠诚度对心理契约与企业核心员工绩效的中介效应检验 ············ 48 5.4权威式领导的调节效应检验 ············ 49 5.5心理契约、忠诚度与企业核心员工绩效关系的实证结果分析 ······ 56 5.6本章小结 ················· 58 第6章 提高企业核心员工绩效的对策建议 59 哈尔滨工程大学硕士学位论文 6.1从心理契约交易维度视角提高企业核心员工绩效 ··· 59 6.1.1建立科学合理的绩效考核体系 ··· 59 6.1.2建立科学全面的薪酬激励 ········· 60 6.1.3营造舒适的工作环境 ··············· 61 6.2从心理契约发展维度视角提高企业核心员工绩效 ··· 62 6.2.1建立合理的职业生涯规划和晋升机制 ············ 62 6.2.2完善培训机制 ······ 64 6.3从心理契约关系维度视角提高企业核心员工绩效 ··· 65 6.3.1建立企业与核心员工的弹性沟通 65 6.3.2营造灵活自由的文化氛围 ········· 65 6.4从领导风格视角提高企业核心员工绩效 ··············· 67 6.5本章小结 ················· 67 结 论 ······· 68。。。。。。以下内容略