管理观察
管理觀察
관리관찰
MANAGEMENT OBSERVER
2015年
12期
188-190
,共3页
90后员工%心理契约%心理契约违背%离职
90後員工%心理契約%心理契約違揹%離職
90후원공%심리계약%심리계약위배%리직
90 employees%psychological contract%psychological contract violation%turnover
随着知识经济时代的到来,原有的刚性管理方式逐渐柔性化,单纯的物质激励难以为企业吸引、留住人才,以心理契约为基础的柔性管理方式正从企业人力资源管理的各个方面影响着组织的动态发展,以职业生涯为基础,企业与员工达成并维持一份动态平衡的“心理契约”能够帮助企业更好地吸引、激励、留住人才。
隨著知識經濟時代的到來,原有的剛性管理方式逐漸柔性化,單純的物質激勵難以為企業吸引、留住人纔,以心理契約為基礎的柔性管理方式正從企業人力資源管理的各箇方麵影響著組織的動態髮展,以職業生涯為基礎,企業與員工達成併維持一份動態平衡的“心理契約”能夠幫助企業更好地吸引、激勵、留住人纔。
수착지식경제시대적도래,원유적강성관리방식축점유성화,단순적물질격려난이위기업흡인、류주인재,이심리계약위기출적유성관리방식정종기업인력자원관리적각개방면영향착조직적동태발전,이직업생애위기출,기업여원공체성병유지일빈동태평형적“심리계약”능구방조기업경호지흡인、격려、류주인재。
With the advent of knowledge economy era, the original rigid management mode gradually became fl exibility. Material incentives alone is diffi cult for enterprises to attract and retain the talented. The psychological contract based fl exible management mode is from each human resources management aspects affect the dynamic development organizations, based on the occupation career the enterprises and staff reach and maintain a dynamic balance of the "psychological contract" can help enterprises better attract, motivate, retain the talented.