企业员工的心理契约对策的研析.docVIP

　 摘　　要　 　 随着中国改革开放的继续深入，企业面临的环境越来越不确定，企业为了生存在 不断地调整和改变自己策略以及对员工提出新的要求，员工也在不断调整自己对企业 的期望，双方权利义务关系一部分是通过契约和规章制度来约定，而很大部分是隐性 的、未言明的。隐于正式契约之下的契约就是心理契约，心理契约也越来越受到人们 的重视。　 本论文在对心理契约理论的形成、内涵与意义、形成过程、特点结构等内容进行 研究的基础上，初步形成了心理契约理论框架，结合中国的实践进行针对性地研究， 探讨心理契约的特点和应用，以希望能为理论研究者和企业界的实践者提供参考。论 文通过案例对心理契约相关内容进行了分析，对国内外心理契约研究的相关文献进行 了综述，探讨了国外学者的一些实证研究结果和国内学者对心理契约的研究获得的结 论，在此基础上，提出了员工心理契约的相关模型。根据模型，设计了调查问卷。依 据获得的数据，研究了Ａ公司员工的心理契约的重要性指数以及在职业发展、工作内 容、组织氛围、经济奖励和工作生活平衡等不同纬度上的组织责任和员工责任强度， 通过对需求层次理论及有关激励理论的论述，运用多元回归分析等手段，证实心理契 约违背对员工工作满意度、工作绩效、组织行为、离职意向等产生了显著影响，为心 理契约的构建奠定了良好的理论基础，找出了Ａ公司在构建和实施心理契约中的任务 及对策，从而有效改善员工与企业的利益关系，形成统一的生命共同体和一致的价值 取向，使企业获得更强大的竞争实力。　 　 关键词：　　企业管理　　心理契约　　员工　 　 　 　 　 　 I 　 Abstract With the continual development of china economics , environment in face of enterprises becomes more and more uncertain. In order to develop in market, the enterprises must keep adjusting their stratagem and their expectation on the employee, at the same time, the employee also adjust their expectation on the enterprises responsibilities frequently. Contract is the foundation maintaining organization, and at its initial levels contract is the unique coordination of believes held by individuals and organization, which is called psychological contract. More and more it become an focus of researchers. Based on the study to the contents of the formation theory, intentions and meanings, the formation processes, and characteristics and structures of the Psychological Contract, the theories frame is initially formed for this thesis, to aim at a research combined with the Chinese practices, to study the characteristics and applications of the Psychological Contract, in the hope of providing some references for the theories researchers and practitioners of enterprises. This paper traced the results of research on psychological contract. Then one model on how organizational affects the employees psychological contract is proposed To establish organizational is to place a premium on the beneficial in th