心理契约式激励对员工晋升的影响与对策研究.doc

文档介绍：单位工商072班
学号 07010137
江西农业大学南昌商学院本科毕业论文
(工商管理专业)
心理契约式激励对员工晋升
的影响与对策研究
姓名严雅静
专业工商管理
指导老师曹会勇
江西农业大学南昌商学院
二0一一年五月
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摘要
心理契约的激励机制,使员工和企业双方对相互期望加以重视,加强相互责任意识并了解自我约束和自我控制,从而有效带动其他激励措施,实现员工价值和组织价值,以至达到双赢的地步。心理契约的研究是最近几年的热点,但心理契约激励模型的构建却涉及较少,尤其是对员工晋升的影响,更是缺乏。决定了心理契约式激励在员工晋升方面的研究是具有巨大的现实意义。
本文将从心理契约入手,通过构建心理契约式激励模型,使企业与员工通过建立共同的价值观,形成以人为本的组织氛围;对员工从心态、职业生涯进行管理,抓住员工的真正需要,考虑到员工的整体发展;通过建立合理的培训体制,从而提高员工的忠诚度,减少跳槽现象的发生。最后从这几个方面为企业用心理契约式激励来帮助员工晋升提出几点对策。
【关键字】心理契约激励员工晋升职业规划
Abstract
Psychological contract incentive mechanism that enables employees and enterprises on mutual expectations of attention, the strengthening of mutual responsibility and learn self-discipline and self-control, in order to effectively drive the other incentives for employees to value anizational value and achieve a win-win situation. Psychological contract research in recent years, but the psychological contract incentive model involves less, especially on promotions, is lacking. Determine the psychological contractual incentives in respect of the staff promotion is great practical significance.
This article will start from the psychological contract, by building a psychological contractual incentives model so that enterprise and staff through the establishment of shared values, the formation of anizational climate; staff from psychology, career management, grasp the real needs of employees, taking into account the overall development of employees; by establishing reasonable training system, thereby increasing employee loyalty, reduce the occurrence of the phenomenon. Last few aspects from this for enterprise use psychological contractual incentives to help raise a few promotions.
【Key Word】Psychological contract;Incentive;Prom