企业员工心理契约与职业生涯管理关系分析

心理契约是组织与员工之间的心理纽带,也是影响员工行为、态度以及组织绩效的重要因素。本文将心理契约引入到员工的职业生涯管理中,探讨企业员工心理契约与职业生涯管理之间的关系。介绍心理契约失信时员工的四种不同行为反应模式(表达、沉默、忽视和退出)。针对员工在探索阶段、立业阶段、维持阶段、下降阶段等不同职业生涯阶段提出心理契约的特点,以及对其实行的有效管理手段:引导、公平、开发和关怀。     

心理契约违背与员工管理

心理契约的违背是指个体在组织未能充分履行其在心理契约中应承担的责任的认知评价及相应情绪体验。其原因有员工的心理期待、未被履行的具体要素、员工期望与公司责任履行之间差异的特点。管理策略为建立员工与组织之间的信任和良性沟通机制、实行全面薪酬制度、量才使用与加强员工培训等。     

心理契约违背与员工管理

心理契约的违背是指个体在组织未能充分履行其在心理契约中应承担的责任的认知评价及相应情绪体验。其原因有员工的心理期待、未被履行的具体要素、员工期望与公司责任履行之间差异的特点。管理策略为建立员工与组织之间的信任和良性沟通机制、实行全面薪酬制度、量才使用与加强员工培训等。     

企业员工心理契约动态管理研究

心理契约动态管理对于实现企业员工心理契约相对平衡,提高员工的忠诚度、工作满意度以及取得优秀的工作绩效起到相当重要的作用。心理契约动态管理的理论依据在于社会交换理论、期望理论、信息不对称理论,而心理契约动态管理的实现需要经过四个紧密相连环节:组织现有心理契约盘点、发展需求分析、建立有效沟通机制和心理契约失衡预警机制的建立。     

基于心理契约企业员工的管理策略探究

知识经济时代企业对于人才的需求日益强烈,只有把握了人才,做好企业员工的管理工作才能增强企业实力,确保其在激烈的市场竞争中立于不败之地。心理契约与商业契约相对应,在激发员工积极性,增强其认同感与归属感方面具有重要作用。论文结合笔者研究,分析了心理契约对于企业员工管理的重要作用,最后探讨了给予心理企业员工的管理策略。     

企业与员工心理契约建立的策略研究

目前企业大多重视通过与员工建立劳动契约关系来确定员工与企业双方的权利、义务以及利益关系,而对于以心理契约作为调节员工与企业之间关系的重视度不够.现重点论述了心理契约的内涵和它对企业及员工的意义,并在此基础上提出了企业与员工之问应如何建立以心理契约为纽带的战略合作伙伴关系.     

论知识型员工的心理契约管理

知识型员工是企业中重要的群体,他们能否有效地工作,是否会对企业及其经营目标萌生出责任感、忠诚心和热情;以及他们能否从自己工作中得到满足感,在很大程度上取决于组织与他们之间心理契约的实现程度.     

基于心理契约的高科技企业人性化管理对策

在知识经济时代,知识型员工成为高科技企业的核心人力资本和企业管理的重要对象。知识型员工自主性强、成就欲望强,企业已经无法再靠一纸合同管理和激励知识型员工,心理契约的驱动力已经为越来越多的企业所认识,并开始探索如何在企业与知识型员工间构建起有利于彼此信任和忠诚的心理契约。     

论员工心理契约的管理

员工心理契约与书面契约并存 ,它可以看作是书面契约的一个补充 ,对维系雇佣关系 ,保持员工士气等方面都起着十分重要的作用。文章首先回顾了心理契约产生和研究的历史 ,然后分析了心理契约的功能与违背的行为模式 ,最后提出了管理员工心理契约的对策。     

基于心理契约违背的员工离职分析及管理

保持合理的离职率成为近年来企业人力资源管理当中一个热门话题。本文从心理契约理论入手,对员工心理契约违背进行相关分析并试图找出心理契约违背对员工离职的相关影响,提出通过人力资源管理引导员工在其职业生涯各个阶段的心理契约,建立基于心理契约的人力资源管理策略,从而使组织可以主动应对员工的离职行为。     

医药行业生产制造人员心理契约现状研究

针对医药行业员工心理契约问题,以问卷调查收集相关数据的方式,采用描述性统计分析方法进行的研究表明：企业在做出重大决策前充分考虑员工意见、企业相应的福利待遇、企业提高公平且富有竞争力的薪水这三个方面。企业员工均为不满意。企业应从制定实行略高于行业平均水平的薪酬入手,为其创造发挥自我才能的机会,将更有利于企业有效管理员工心理契约,提高员工满意度、增强员工忠诚感,实现企业可持续的快速发展。     

心理契约违背和员工离职的关系研究

在中国环境背景下,员工会在组织社会化的初期阶段形成各自的心理契约,进入组织后,由于个体差异、组织实践等多方面因素影响,造成心理契约破裂,进而产生心理契约违背,员工从态度和行为上发生变化,从而带来离职现象。从员工心理契约形成及心理契约违背的作用机制角度出发,可以在人力资源管理实践中采取相应的对策来主动防止员工离职。     

IT项目风险管理保障体系设计

IT项目风险管理保障体系是众多IT风险管理体系、模型和方法得以切实贯彻执行的前提,需要进行系统地规划和设计。由此从组织保障、制度保障和机制保障三个方面,论证了组织类型的选择原理、人力资源的配置方法、机制设计的优化思路,并总结了现有的制度标准和度量体系。     

An Empirical Validation of Perceived Importance and Behavior Intention in IT Ethics

Robin et al. (1996) suggested a new construct when studying ethical behavioral intention which they entitled PIE (perceived importance). They empirically tested the PIE construct and found it to significantly impact both ethical judgment and behavioral intention. The present study extends and validates Robin et al.s work on PIE using a different context, different scenarios and a different sample. The findings indicate strong support for the validity of Robin et al.s PIE instrument and show PIE to significantly influence ethical judgment (attitude) and behavioral intention. This study also indicates the sex of the individual affects the individuals perception of importance and is a significant influence of ethical judgment and behavioral intention. Future ethical models and studies should include PIE as a possible influence on behavioral intention.Timothy Paul Cronan is Professor of Information Systems and M.D. Matthews Lecturer in Business at the University of Arkansas, Fayetteville. Dr. Cronan received his D.B.A. from Louisiana Tech University and is an active member of the Decision Sciences Institute and The Association for Computing Machinery. He has served as Regional Vice President and on the Board of Directors of the Decision Sciences Institute and as President of the Southwest Region of the Institute. In addition, he has served as Associate Editor MIS Quarterly. His research interests include ethics in computing, local area networks, downsizing, expert systems, performance analysis and effectiveness, and end-user computing. His publications have appeared in Decision Sciences, MIS Quarterly, OMEGA The International Journal of Management Science, The Journal of Management Information Systems, Communications of the ACM, Journal of End User Computing, Database, Journal of Research on Computing in Education, Journal of Financial Research, as well as in other journals, and Proceedings of various Conferences. Lori N. K. Leonard is an Assistant Professor of Management Information Systems at the University of Tulsa. Dr. Leonard received her Ph.D. from the University of Arkansas and is an active member of the Decision Sciences Institute. Her research interests include electronic commerce, electronic data interchange, ethics in computing, simulation, and data warehousing. Her publications have appeared in Journal of Computer Information Systems, Information & Management, Journal of the Association for Information Systems, Journal of Organizational Computing and Electronic Commerce, Journal of End User Computing, as well as in other journals, and Proceedings of various Conferences. Jennifer Kreie is Associate Professor in Business Computer Systems at New Mexico State University. Dr. Kreie received the Ph.D. from the University of Arkansas. Her research interests include ethics in computing, end-user computing, systems development, and computer-aided instruction. She is an active member of the Decision Sciences Institute, the Association of Computing Machinery and the Association of Information Technology Professionals. Her publications have appeared in Communications of the ACM, Decision Support Systems, Journal of End User Computing, Journal of Accountancy, and the National Accountant as well as Proceedings of several Conferences.     

个体文化特征对心理契约构建的影响

在总结心理契约交易型导向和关系型导向的基础上,基于个体主义与集体主义表征文化的核心价值观,本文发现个体主义者理解组织信息趋向于交易型契约,集体主义者趋向于关系型契约;个体主义价值观将激励个体缔结交易型心理契约,而集体主义价值观将影响个体建立关系型心理契约。因此,个体文化特征会对心理契约的构建产生影响。     

粮食主产区农户订单参与行为及交易绩效研究——以安徽省水稻种植户为例

利用粮食主产区安徽省水稻种植户调查数据,考察农户参与订单农业的影响因素,并对参与订单交易后的绩效做出评价。研究表明:农户是否参与订单交易受非农兼业、种植规模、专业化程度、地理位置和价格敏感性等因素影响,而订单参与程度则受户主文化水平、种植规模、签约对象、订单类型、定价制度和预付定金等因素影响;农户参与订单交易的绩效主要源自稻谷产量增加、稻谷质量改善以及稻谷价格提升等方面,而非通常所认为的生产成本或交易成本降低。     

When Organizations Break Their Promises: Employee Reactions to Unfair Processes and Treatment

Research has shown that the strongest reactions to organizational injustice occur when an employee perceives both unfair outcomes (distributive injustice) and unfair and unethical procedures and treatment. Utilizing the Referent Cognitions Theory (RCT) framework, this study investigates how a form of distributive injustice, psychological contract breach, along with procedural and interactional injustice influences employees' negative attitudes and behaviors. More specifically, the interactional effects of these forms of injustices should be notably greater than those exhibited when an employee of the organization, following a contract breach, perceives both fair and ethical processes and treatment. Three hundred and twenty-two employees from a variety of organizational settings completed measures of contract breach, procedural injustice, interactional injustice, and negative affect toward the organization. Their respective supervisors completed a measure of deviant work behaviors. Results revealed a three-way interaction between contract breach, procedural injustice, and interactional injustice on negative affect and deviant work behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, deviant work behavior was higher following a contract breach when both procedural and interactional injustice were high. However, the association between negative affect and breach was high when both forms of injustices were high and when only interactional injustice was high. Study contributions and limitations as well as theoretical and ethical implications are discussed.     

论知识员工心理契约管理

人们在满足了生存需求和安全需求之后,就会产生更高层次的需求。知识员工心理契约就反映他们这些高层次需求。构建良好的心理契约,将有助于组织和个人的共同发展;反之,则会产生许多不良后果。因此,对知识员工心理契约进行有效的管理就成为当务之急。     

心理契约视角下的高校实验教师管理

运用心理契约理论,结合高校实验教师工作的特点和高校实验教师管理中存在的不确定性问题．分析了在高校实验教师管理中运用心理契约的必要性,并提出在高校实验教师管理中构建良好心理契约的理念和策略。     

对《合同法》总则的再研究

《合同法》总则在合同的定义、合同的效力、无权代理和越权代表、合同的变更和转让以及违约损害赔偿额的计算等问题的规定上均存在瑕疵。这些瑕疵之所以产生,其原因在于或与法理有悖,或与生活相违,或用语不够规范,或逻辑不够严密。消除这些瑕疵时,应当本着遵循法理尊重生活的精神,并兼顾逻辑严密用语规范等要求,以期使《合同法》总则的规定更加科学。