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民营企业员工心理契约违背的成因分析及规避策略研究


类型:案例|9500字, 类别:原创|RMB445, 附件:开题报告|文献综述

【摘要】

民营企业员工心理契约违背的成因分析及规避策略研究


摘 要

目前,我国民营企业已逐渐发展成熟,正努力转变陈旧的家族经营理念,实施科学的管理策略,不断引进现代科学的人力资源管理思想,吸收新的管理理念及专业人才,但是在人力资源管理方面尤其是心理契约建设方面仍然存在诸多问题,这已成为制约民营企业快速成长的瓶颈。我们把心理契约引进民营企业的人力资源管理中,对探讨民营企业员工心理契约构建具有十分重要的现实意义,本文就是基于心理契约的角度研究民营企业人力资源管理现状及问题。通过对心理契约理论的分析总结以及民营企业员工违背心理契约的成因分析,进一步证明心理契约对于民营企业人力资源管理的重要性。根据现存的民营企业员工违背心理契约的问题,提出了一系列预防及规避对策,以促进民营企业经营理念的转变及快速发展。

    关键词:民营企业;人力资源管理;心理契约

Abstract

At present, China’s private enterprise has gradually developed mature and make efforts to change old family business idea, the implementation of scientific management strategy, continuously introducing modern scientific management of the human resources of the thought, absorb new management concept and professional talents, but in the management of human resources, especially the psychological contract still exist many problems ,this has become a fast growth of restricting private enterprise bottleneck .We introduce the psychological contract of private enterprise in human resources management ,discussing the private enterprise to construct workers’ psychological contract has very important practical significance ,this paper is based on the Angle of the psychological contract which research private enterprise human resources management present situation and problems. T人力资源ough to the psychological contract theory analysis and private enterprise employees analysis, further proof of the psychological contract for private enterprise human resources management is of great importance. According to the existing private enterprise employees against the psychological contract problems, and put forward a series of prevent and avoid countermeasure, promote private enterprise’s management idea transformation and the fast development. 

Key Words: Private enterprise; Psychological contract; Human resources  management     

 

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