85后知识型员工心理契约及管理策略研究

发布时间：2018-03-17 18:45

本文选题：心理契约　切入点：人力资源管理实践　出处：《北方工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着科学技术的发展,企业对员工的依赖程度在不断增强。知识型员工是企业所需要的知识与技能的载体。目前,"85后员工"已经逐渐成为企业中的核心力量。因此,企业如何管理"85后知识型员工"关系到企业未来的生存与发展。同时,"85后"独特的价值理念和个性特征也为企业管理这一群体增加了难度。与传统的经济契约不同,心理契约关注的是员工与企业之间隐含的、未公开说明的内容。这些员工未公开说明、心照不宣的内容正是影响员工态度、行为的重要因素。因此,心理契约的提出为企业管理员工提供了新的方向。本文在对现有理论进行梳理与分析的基础上,以企业中"85后知识型员工"为研究对象,选择成熟的测量量表,采用spss17.0数据分析工具,研究了 "85后知识型员工"的心理契约及其影响因素。"85后知识型员工"的心理契约处于较低的水平,员工对组织交易责任的实现程度略高于对组织关系责任的实现程度。通过构建心理契约影响因素模型,探讨了价值观、职业取向、人力资源管理实践以及组织支持感对员工心理契约的影响。实证结果表明职业取向不能够对心理契约产生影响,价值观、人力资源管理实践和组织支持感都能够对心理契约产生显著的正向影响。同时,验证了组织支持感在人力资源管理实践与心理契约关系中的中介作用。在研究结论的基础上,提出了相应的管理策略,并探讨了本文研究的不足之处以及对未来的研究进行了展望,以期对企业管理"85后知识型员工"这一特殊群体提供理论支持。
[Abstract]:With the development of science and technology, the degree of dependence of enterprises on employees is increasing. Knowledge workers are the carrier of knowledge and skills needed by enterprises. At present, "post-85 employees" have gradually become the core force in enterprises. How to manage "post-85 knowledge workers" is related to the survival and development of enterprises in the future. At the same time, the unique value concept and personality characteristics of "post-85" also increase the difficulty of enterprise management, which is different from the traditional economic contract. The psychological contract focuses on the implicit and unexplained content between employees and the enterprise. These employees do not publicly explain, tacit content is an important factor that affects the attitude and behavior of employees. The proposal of psychological contract provides a new direction for enterprise management staff. On the basis of combing and analyzing the existing theories, this paper takes "post-85 knowledge workers" as the research object, and chooses the mature measurement scale. By using the spss17.0 data analysis tool, the psychological contract of "post-85 knowledge workers" and its influencing factors are studied. The psychological contract of "post-85 knowledge workers" is at a lower level. The degree of realization of organizational transaction responsibility is slightly higher than that of organizational relationship responsibility. By constructing the model of influencing factors of psychological contract, this paper discusses the values and career orientation. The effect of human resource management practice and organizational support on employee psychological contract. The empirical results show that career orientation can not affect psychological contract. Both the practice of human resource management and the sense of organizational support can have a significant positive impact on the psychological contract. At the same time, it verifies the intermediary role of the sense of organizational support in the relationship between the practice of human resources management and the psychological contract. This paper puts forward the corresponding management strategy, and probes into the shortcomings of this study and prospects for the future research, in order to provide theoretical support for the special group of "post-85 knowledge workers" in enterprise management.
【学位授予单位】：北方工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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