心理契约理论在人力资源管理中的耦合与应用

发布时间：2018-03-03 18:54

本文选题：心理契约　切入点：人力资源　出处：《东南学术》2017年01期 　论文类型：期刊论文

【摘要】：契约是市场经济得以存在和实现的基础。心理契约是缔结劳动个体与组织的纽带,而心理契约的实践意义却往往被忽视。随着社会生产力发展和经济模式的转变,劳动个体表现出很强的独立性和自主性,由单纯依靠经济性契约管理逐渐转移到柔性的人文关怀激励上来。我国正处于经济转型的关键时期,如何有效地激励虚拟人力资源管理中的劳动个体与组织的绩效关系,重建心理契约在组织结构的扁平化管理方式,对当代人力资源管理具有重要意义。文章基于心理契约理论研究的基础,以人力资源管理过程中的各环节为线索,分析当代人力资源管理的价值驱动、当代人力资源管理的实践特点,并分别对选聘和培训、薪酬和绩效以及职业生涯建言建策,冀望对人力资源管理的发展有所裨益。
[Abstract]:The contract is the basis of the existence and realization of the market economy. The psychological contract is the link between the individual and the organization, but the practical significance of the psychological contract is often ignored. The labor individual shows strong independence and autonomy, from relying solely on economic contract management to flexible humanistic care incentive. China is in the critical period of economic transformation. How to effectively encourage the relationship between individual labor and organizational performance in virtual human resource management, and reconstruct the flat management mode of psychological contract in organizational structure, Based on the theory of psychological contract, this paper analyzes the value drive of human resource management based on various links in the process of human resource management. The practical characteristics of contemporary human resource management, as well as suggestions and suggestions on selection and training, compensation and performance, and career development, are expected to benefit the development of human resources management.
【作者单位】：华中科技大学土木工程与力学学院;
【基金】：湖北省教学研究项目“土木工程卓越人才安全科学知识与创新能力培养模式研究”(项目编号:201568) 华中科技大学教学研究项目“土木工程卓越人才安全科学知识与创新能力培养模式研究”(项目编号:15015)
【分类号】：B842;F272.92

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