文档介绍：题目: 基于心理契约违背与员工离职的实证研究
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摘要
进入21世纪后,我国企业在特定的社会、经济、文化特点的条件下,员工与企业的关系正在发生很大的转变,员工管理策略和手段也发生很大的改变,这种改变对员工的心态产生影响,员工归属感、积极性和创造力等受到冲击并呈现新的特点,这就要求能有一种行之有效的方法来影响员工的行为。因此,在组织中除了正式的雇佣契约规定的内容外,一种非正式的、隐含的心理契约就应运而生。本文着重探讨心理契约的违背对员工离职这一行为的影响。
本文以上海市的企业员工为调查对象,采用问卷调查、简单的统计分析等方法,以工作激励与成就感,企业文化、薪酬福利等因素作为被调查企业员工离职倾向的主要影响因素来做比较。通过数据分析,建立一个离职倾向——离职行为——离职影响因素——对策的分析体系,得出基于心理契约违背的员工离职主要因素。
本文的研究表明:企业中,薪酬福利、企业效益和前景、企业文化对员工的离职率影响最大,其次是工作条件、晋升机会。而员工现阶段所担任的职务对其的离职倾向影响不存在明显的差异性。即:在个人属性存在差异的情况下,企业文化、公司效益与前景、工作条件、人际关系、工作激励和成就感与离职倾向显著正相关,其中企业文化、公司效益和前景相关性最强;其次是工作条件和人际关系。
关键词: 心理契约契约违背员工离职离职行为离职倾向
Title Based on psychological contract breach and the empirical research staff
Abstract:
Entering the 21st century, Chinese's enterprises in the specific social, economic, and cultural characteristics of the conditions, the relationship between employees and enterprises is undergoing significant change, staff management strategy and means a lot of changes have taken place, such a change of staff have an impact on the mentality of the staff a sense of belonging, such as enthusiasm and creativity shown by the impact of new features, which requires to have an effective method to influence the conduct of employees. Therefore, in anization in addition to the formal employment contract provided for content, an informal and implicit psychological contract e into being. This article focused on the psychological contract breach on the staff of this behavior.
In this paper, the enterprise employees in Shanghai to investigate the object, the use of questionnaires, simple methods such as statistical analysis to the work of inspiration and a sense of achievement, corporate culture, salaries and benefits of such factors as staff surveyed enterprises tend to do the main parison. Through data analysis, the establishment of a tendency to leave - leave act - leaving the impact of factors - an analysis of system response, obtained based on the breach of psychological con