人力资源管理毕业论文-心理契约与激励品分析报告.docVIP

毕业设计(论文)的主要内容： 近年来，“80后”、“90后”开始进入劳动力市场，逐步成为企业发展的基础力量，改变了企业的员工结构。根据国内外学者的代际划分，区别于“60后”、“70后”员工，我们将“80后”、“90后”员工称为新生代员工。对于新生代员工的新的激励需求，传统的企业激励方法已经满足不了新生代员工的激励需要，面对新生代员工对企业忠诚度降低以及频繁跳槽的现象，如何才能有效激励新生代员工已经成为了企业亟待解决的问题。本文在阐述新生代员工职场特点的基础上，从心理契约的视角出发，分析引入心理契约激励新生代员工的必要性，进一步分析新生代员工激励的不足 指导教师签字： 摘 要 近年来，“80后”、“90后”开始进入劳动力市场，逐步成为企业发展的基础力量，改变了企业的员工结构。根据国内外学者的代际划分，区别于“60后”、“70后”员工，我们将“80后”、“90后”员工称为新生代员工。由于新生代员工出生在改革开放之后，物质生活极大改善，政治、经济、文化、社会、家庭环境急剧变化，造成了新生代员工这一群体富于创新、追求自我发展等新的特点，这与“60后”、“70后”员工有着较大的区别。对于新生代员工的新的激励需求，传统的企业激励方法已经满足不了新生代员工的激励需要，面对新生代员工对企业忠诚度降低以及频繁跳槽的现象，如何才能有效激励新生代员工已经成为了企业亟待解决的问题。 本文在阐述新生代员工激励需求的基础上，从心理契约的视角出发，分析引入心理契约激励新生代员工的必要性，进一步分析新生代员工激励的不足 关键词：新生代员工；心理契约；激励 Abstract In recent years, as the post-80s and post-90s began to go into the work force, they have gradually constituted the basis of enterprise development, thereby changing the staff structure of enterprises. According to the inter-generation theory of the scholars at home and abroad,post-80s and post-90s can be called new generation staff, which is differentiated from post-60s and post-70s.Since new generation staff are born after Reform and Opening-up in 1978 from which material life was greatly improved and drastic changes were made in politics, economy, society and family environments, therefore, they are characterized by strong innovative spirit and pursuit of self-development as well as other new feathers, which is greatly different from post-60s and post-70s.Traditional enterprise incentives have failed to meet the incentive needs of new generation staff in light of their motivation needs. In face of the phenomenon that new generation staff have a decreasing loyalty towards enterprises and skip from job to job, how to motivate new generation staff effectively has become an approaching issue for enterprises. This paper is on the basis of describing new generation stuff motivation needs and analyzes the necessity of introducing the new generation of employees psychological c