基于心理契约的MY公司员工流失问题研究

发布时间：2019-04-24 07:27

【摘要】：市场瞬息万变，企业竞争日趋激烈，在这样一个充满灵活性和不可预测性的环境中，，企业正在遭受着员工流失的灾难，员工的离职意愿不断上升，离职率也显著提高。人才流失会给企业很大的损失，不仅仅会降低企业的效率，如果人员流失过于频繁，还会产生人心涣散，凝聚力降低等负面效应。特别是对于中小企业来说，人员流失问题尤为突出，已经成为中小企业发展道路上的一大阻碍。导致员工流失的原因有很多，心理契约违背是最根本的原因。心理契约的破坏和违背导致组织承诺降低会，员工对企业的忠诚度就会降低。基于上述背景，本文以MY公司为例，从心理契约的角度出发研究MY公司的员工流失问题。本文主要采用了问卷调查和访谈这两种方法进行信息的了解和数据的采集，本文分为六个部分，第一部分为绪论部分，主要介了本文研究是基于怎样的背景，本文研究具有怎样的理论意义和实际意义，本文研究使用了怎样的研究方法以及具有怎样的创新价值等等。第二章是本文的理论基础部分，主要介绍了心理契约的相关理论以及心理契约与人员流失的相关性的研究现状。第三章首先介绍了MY公司的相关背景，然后对该公司员工流失情况进行了分析，通过问卷调查和典型案例分析了解这部分流失员工选择离职的主要原因。第四章是从心理契约的角度对MY公司现任的职工进行了一个心理心理契约履行情况和离职倾向的调查。通过这部分调查了解该公司对公司和自身心理契约履行的认知程度以及了解哪些原因可能导致员工离职。第五章是针对第三章和第四章分析出来的导致MY公司员工离职的原因，基于心理契约的角度提出的控制人员流失，挽留核心人才的对策。通过调查问卷和访谈结果发现心理契约的违背是导致MY公司员工离职的主要原因，鉴于此，本文提出了从源头开始通过构建良好的员工心理契约基础，然后利用多种手段不断为何员工的心理契约，然后对于心理契约违背要及时的补偿，从防患于未然的角度去维护员工的心理契约，防止因为心理契约违背导致员工流失。
[Abstract]:In such an environment of flexibility and unpredictability, the enterprise is suffering from the disaster of employee turnover, the turnover intention of employees is rising, and the turnover rate is also significantly increased as the market changes rapidly and the competition of enterprises becomes more and more fierce. In such an environment of flexibility and unpredictability, the enterprises are suffering from the disaster of employee turnover. Brain drain will give the enterprise a great loss, not only will reduce the efficiency of the enterprise, if the loss of personnel is too frequent, it will also produce the negative effects such as distracting people, reducing cohesion and so on. Especially for small and medium-sized enterprises, the problem of personnel drain is especially prominent, which has become a big obstacle to the development of small and medium-sized enterprises. There are many reasons for employee turnover, psychological contract violation is the most fundamental reason. The destruction and breach of psychological contract leads to the reduction of organizational commitment and the decrease of employee loyalty to the enterprise. Based on the above background, this paper takes MY Company as an example to study the employee turnover of MY Company from the point of view of psychological contract. This article mainly uses the questionnaire survey and the interview two kinds of methods to carry on the information understanding and the data collection, this article is divided into six parts, the first part is the introduction part, mainly introduced this article is based on what kind of background, What is the theoretical and practical significance of this study, what research methods are used and what innovative value is used in this paper, and so on. The second chapter is the theoretical basis of this paper, which mainly introduces the related theory of psychological contract and the relationship between psychological contract and staff drain. The third chapter first introduces the relevant background of MY, then analyzes the situation of employee turnover in the company. Through the questionnaire survey and typical case analysis, the main reasons why the lost employees choose to leave the job are found out. The fourth chapter makes an investigation on the performance of psychological contract and turnover intention of current employees of MY Company from the point of view of psychological contract. This part of the survey to understand the company and their psychological performance of the degree of understanding, and understand which causes may lead to employee turnover. The fifth chapter is the countermeasures to control the staff turnover and retain the core talents based on the psychological contract, which is analyzed in chapter three and chapter four. Through the results of questionnaire and interview, it is found that the violation of psychological contract is the main reason leading to the turnover of employees in MY Company. In view of this, this paper proposes to build a good foundation of employee psychological contract from the source through the construction of a good psychological contract foundation. Then use a variety of means to constantly why the psychological contract of employees, and then for the violation of psychological contract should be timely compensation, from the perspective of prevention in advance to maintain the psychological contract of employees, to prevent the loss of employees due to psychological contract violations.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F713.8;F272.92

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