CAJ | 학술논문

现在,许多企业使用心理契约作为甄选、留住和管理优秀人才的策略,从而提高优秀人才与企业的＂契合＂程度,在一定岗位或职位上实现良好的业绩。该文从心理契约在企业招聘与甄选优秀人才机制和作用入手,分析了环境、组织、招聘小组配置、考官心理误区及应聘者期望等对招聘中心理契约影响,并且针对企业使用心理契约作为有效招聘策略提出了一些建议。
현재,허다기업사용심리계약작위견선、류주화관리우수인재적책략,종이제고우수인재여기업적＂계합＂정도,재일정강위혹직위상실현량호적업적。해문종심리계약재기업초빙여견선우수인재궤제화작용입수,분석료배경、조직、초빙소조배치、고관심리오구급응빙자기망등대초빙중심리계약영향,병차침대기업사용심리계약작위유효초빙책략제출료일사건의。
Nowadays, many enterprises use psychological contract as a strategy to select, retain, and manage talents,so as to raise the＂agreement＂level of the talents and the enterprises and to make them make great accomplishments in their work. This paper, starting from the mechanism and function of psychological contract in the recruitment and selection of talents, analyzes the influence of the environment, the organization, the establishment of a recruitment group, and the psychological misconceptions of the examiner on the psychological contract when recruitment is in operation, and offers some suggestions for the enterprises＇ use of psychological contract as an effective recruiting strategy.