“80后”员工论文：”80后”员工 心理契约 激励体系.docVIP

“80后”员工论文：”80后”员工 心理契约 激励体系 【中文摘要】”80后”这一特殊群体随着时间的推移成为企业未来发展的核心力量。但由于“80后”自身所拥有的鲜明个性及行为特征也使得对于这一群体的管理与激励成为企业员工管理工作的重点和难点。心理契约是组织与员工之间对于彼此权利与责任的内心期望,近年来对这一问题的研究已经成为组织行为学及人力资源管理学研究的重点,心理契约的驱动力已经为越来越多的管理者所熟知,并逐渐将其作为人力资源管理的切入点。本文的研究遵循提出问题、分析问题及解决问题这一逻辑思路。文章首先指出了本文的写作背景和研究意义,对国内外“80后”员工管理的理论研究现状进行分析,指出本文的研究思路、研究方法、理论创新点及不足;第二章对本文研究将要涉及的基本理论进行说明,主要介绍了心理契约理论及人力资源激励理论,在本章中作者还对“80后”这一群体的内涵进行界定,指出其独特的个性特征及行为特征;在第三章中作者运用调查问卷的方式对XZ公司“80后”员工激励管理现状进行分析,指出XZ公司在对“80后”这一群体进行激励时存在的问题,论述了将心理契约理论引入到“80后”员工激励中的必要性;第四章是本文研究的重点,作者对XZ公司“80后”员工激励体系的框架进行了说明,并从关系型契约及交易型契约两个角度提出具体的激励方案;最后一章是激励体系顺利实施的保障。作者认为“80后”员工激励体系的顺利运营首先需要管理者转变管理理念与方式,关注“80后”员工在工作与生活中的各种压力,创造一个适应“80后”员工个性特征的工作环境。本文从心理契约角度对“80后”员工激励问题进行分析,强调企业应通过各种激励措施来满足员工交易型心理需求及关系型心理需求,从而为最大程度发挥“80后”员工积极性提供途径。作者希望本文的研究不仅对XZ公司,对于其他需要激励“80后”员工的管理者也具有一定的理论指导意义。 【英文摘要】Generation Y has become the core force in future development over time, but how to manage and incentive this part also become the important and difficult work to the managers, the reason is because of their own distinct personality and behavior characteristics. Psychological contract talked about the rights and responsibilities inner expectation between the organization and employee. This research has become the hot topic in western organizational behavior and human resource management field. Psychological contract has been the driving force for the growing number of enterprises recognized, and gradually used as the starting point of human resource management.The main line of this passage is giving questions,analyzing problems and solving the problems. The paper includes five parts, first chapter pointed out the significance and the research goal, carried on the analysis to the domestic and foreign Generation Y management theory and also indicated the innovation and shortages in this paper; second part talked about the theory in this passage, introduced the theory of psychological contract and human resource motivation, analyzed the content and features of Generation Y; in th