组织中的个性化契约——一个研究综述

发布时间：2018-05-18 01:32

  本文选题：个性化契约 + 人才管理　； 参考：《技术经济与管理研究》2015年01期

【摘要】：随着社会的发展,人才日渐成为组织核心竞争力的重要来源。如何对人才进行有效的管理,也逐渐成为众多组织面临的难题。Rousseau于2001年提出了个性化契约的概念,并认为其可用作管理人才资源的一种手段。后来,学者们又对个性化契约的相关问题进行了一系列探讨。文章从个性化契约的概念及特征、内容及测量、前因与结果等角度对个性化契约的相关研究文献进行了综述,理清了个性化契约的概念特征、内容结构、影响因素及其对员工行为和绩效的影响,并指出了其在管理实践,尤其是在人力资源实践中的应用体现及发展展望。对这一问题的综述分析,有助于进一步认识和理解个性化契约,明确其发展方向,为组织推进更有效的人才管理措施提供帮助。
[Abstract]:With the development of society, talents are becoming an important source of core competence. How to manage talents effectively has gradually become a difficult problem faced by many organizations. Rousseau put forward the concept of individualized contract in 2001 and considered that it can be used as a means to manage human resources. Later, scholars have carried on a series of discussion to the relevant question of individualized contract. In this paper, the concept and characteristics, content and measurement, antecedents and results of personalized contract are summarized, and the conceptual features and content structure of personalized contract are clarified. The influencing factors and their influence on employee behavior and performance are pointed out, and its application in management practice, especially in human resource practice, and its development prospect are pointed out. The summary and analysis of this problem will help to further understand and understand the individualized contract, clarify its development direction, and provide help for the organization to promote more effective talent management measures.
【作者单位】： 郑州大学商学院;
【基金】：NSFC-河南人才培养联合基金项目(U1404704)
【分类号】：F272.92
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本文编号：1903806