浅析如何改善我国制造企业培训业员工的心理契约现状（Analysis of how to improve the psychological contract status of training staff in Chinas manufacturing enterprises）.doc

浅析如何改善我国制造企业培训业员工的心理契约现状（Analysis of how to improve the psychological contract status of training staff in Chinas manufacturing enterprises） I. Introduction As a big manufacturing country, the cheap labor force is one of the obvious competitive advantages of Chinas manufacturing industry. However, it is also because of the large population, cheap labor, many manufacturing factories, the company ignored the management of employees, to their psychological status and psychological needs not to give enough attention and satisfaction, eventually leading to staffs sense of responsibility to the organization declined, the contradiction between the employee and the organization, go-slow, turnover the phenomenon of increasingly serious. More and more employees leaving, especially some skilled workers leave, directly to the economic interests of enterprises significant losses. 2010 Foxconn in the event that more and more mental health status of employees from government, social media and so on, in the manufacturing sector is caused great repercussions, at the same time, the academic circles have carried out research on the manufacturing staff psychological needs a lot of psychological status. Today, with the highly developed information technology, the traditional view of developing its own manufacturing industry relying on the advantage of cheap labor has been difficult to adapt to the pace of economic development. How to fully respect and meet the material, spiritual and psychological needs of employees, and fully tap the potential and ability of employees for enterprises, should be long-term development of Chinas manufacturing enterprises must be considered. Two, the psychological contract situation of Chinese manufacturing employees The psychological contract, in accordance with the narrow definition given by Rousseau, refers to the interaction between employee and organization, employees perceived their various responsibilities and obligations to the organization (herein