心理契约在招聘对不同应聘者比较分析.doc

北京联合大学 毕业论文 摘 要 随着市场经济的深入，人才流动的机制基本形成，打破了对工作单位转换的限制，改变了过去一个人在一个单位工作不论感觉如何也要坚持到退休的情况。在一个单位感觉合适就留，感觉不合适就走，员工和企业有了一种双向选择的权利。心理契约理论认为：员工与企业之间除了存在正式劳务合约之外，还存在一种心理契约。心理契约是联系员工和企业的心理纽带，也是影响企业人力资源管理的重要因素。员工对企业的满意度、对企业的情感投人度，进而员工的工作绩效和员工的流动率都和心理契约息息相关。本文将从心理契约角度分析招聘过程，将心理契约运用到招聘的整个过程，构建基于心理契约的招聘理论模型，以其为企业相关决策者提供建设性的决策支持。 关键词：大学生；心理契约；招聘。 Abstract With the deepening of the market economy,?mechanism of the talent?flow?is formed basically,?break?to work unit?conversion?restrictions,?changed the past one?in?a unit of work?no matter?how it feels?to?stick to the?retirement?of.?He left in a unit? feel comfortable,?feel?not right?away,?the staff and the enterprise?has?a two-way?choice.?That the?theory of psychological contract?between employee and? enterprise:?besides the formal?labor?contract,?there is also a?psychological contract.?Psychological contract is?a psychological link?between staff and enterprises,?are also important factors that influence the?enterprise human resources management.?Employee satisfaction,?the enterprise?to enterprises emotional?investment,?rate of flow?and?performance of employees?and staff?are closely related?and psychological contract.?This paper will?analyze?the recruitment process?from the perspective of psychological contract,?the psychological contract?is applied to?the whole process?of recruitment,?constructs a theoretical model?based on the psychological contract,?in order to?enterprise?decision makers?to provide constructive decision support. Keywords: college students;?psychological contract;?job. 目录 TOC \o 1-3 \h \z \u 引 言 6 1心理契约的意义 6 1.1心理契约的作用 6 1.2影响心理契约的因素 6 1.2.1认识问题 6 1.2.2诚信问题 7 1.2.3程序问题 7 1.3基于心理契约的招聘理论 7 1.3．1心理契约的招聘理论的建立与发展 7 1.3.2心理契约的招聘理论模型 8 1.4 调查问卷分析 9 2心理契约对员工招聘的重要性——以方正集团例子分析 11 2.1例子回顾： 11 2.1.1 薪酬 11 2.1.2 福利 12 2.1.3 良好的个人发展前景 12 2.2员工频繁人才流动原因分析 12 2.2.1企业管理缺乏合理的激励机制 12 2.2.2奖惩适度不合理 12 2.2.3职业定位不清晰，无职业规划。 12 2.3应对措施 13 2.