心理契约理论在宝安区星巴克的应用研究.docxVIP

PAGE I 心理契约理论在宝安区星巴克的应用研究 内 容 摘 要 在经济飞速发展的现今社会，我国企业也越来越重视人力资源的管理，把员工看作企业最为宝贵和关键的因素和资源。思想跨度越来越大的年轻人源源不断地步入社会，为企业留住和激励人才带来了难度。从心理契约视角上对星巴克进行研究的文献并不多。文章以宝安区星巴克为主体对象，从心理契约的视角，在三个维度上探讨心理契约理论在宝安区星巴克的薪酬管理方面的应用现状和员工期待值，为其提供对策建议。首先，文章梳理了心理契约和激励相关的理论概念。接着，文章分析了其在心理契约应用上的现状，发现其在心理契约的三维度上有着不同程度的问题，文章同时也调查了其现下员工们的期待值和需求。最后，文章从三个维度分别提出解决问题的对策建议。希望文章能够对宝安区星巴克的心理契约应用问题的解决起到参考性作用。 关键词：星巴克；人力资源管理；心理契约 Research on The Application of Psychological Contract Theory in Starbucks in BaoAn District Abstract In Chinas rapidly developing economy, Chinese enterprises are paying more and more attention to human resources management, and regard employees as the most valuable and critical factors and resources. More and more young people with more and more ideological span step into the society continuously , which makes it difficult for enterprises to retain and motivate talents . There is not much research on Starbucks from the perspective of psychological contract. From the perspective of psychological contract, this paper discusses the application of psychological contract theory in the salary management of Starbucks in Baoan District and the expectation of employees in three dimensions, so as to provide countermeasures and suggestions. First of all, this paper sorts out the theoretical concepts related to psychological contract and motivation. Then, it analyzes the application status of psychological contract, and finds that there are different problems in the three dimensions of psychological contract. At the same time, this paper also surveys the expectations and needs of its existing staff. Finally, it puts forward countermeasures and suggestions from three dimensions. I hope this paper can be used for reference to solve the problem of Starbucks psychological contract application in Baoan District Key words: Starbucks; Human resource management; Psychological contract PAGE 16 目 录 TOC \o 1-3 \h \z \u \t 标题 5,1 内容摘要 I Abstract II 一、绪论 1 (一)研究背景和研究意义 1 (二)国内外研究动态 1