CAJ | 학술논문

心理契约是在组织中的双方形成的主观约定,研究生教育存在着以期望为核心内容的权利与义务。心理契约理论运用于研究生激励机制中能解决研究生群体差异大、激励方式单一、教育方式僵化等问题。通过心理契约理论建立的激励机制,能持续保持研究生的期望值,密切研究生和导师、学校的联系,增强研究生的归属感,提升研究生的自我管理能力。在研究生激励机制构建中,要以心理契约理论为基础,分层次地运用心理契约等要素,通过建立、调整、实现心理契约,分阶段构建研究生激励机制。
심리계약시재조직중적쌍방형성적주관약정,연구생교육존재착이기망위핵심내용적권리여의무。심리계약이론운용우연구생격려궤제중능해결연구생군체차이대、격려방식단일、교육방식강화등문제。통과심리계약이론건립적격려궤제,능지속보지연구생적기망치,밀절연구생화도사、학교적련계,증강연구생적귀속감,제승연구생적자아관리능력。재연구생격려궤제구건중,요이심리계약이론위기출,분층차지운용심리계약등요소,통과건립、조정、실현심리계약,분계단구건연구생격려궤제。
Psychological contract is a subjective agreement formed in both parties in the organizations and as the core content, the mutual relations of rights and obligations exist in graduate education. In graduate students incentive mechanism, psychological contract theory could resolve the problems of the differences of graduate student groups, incentives singleness, rigid education and other defects, Incentives established by the psychological contract theory can continue to keep the expectations of postgraduates, energize in- separable ties of postgraduate, supervisors and the school, enhance the belonging sense of postgraduates, and their self-management skills. In the construction of postgraduate incentives, psychological contract management is taken as the basis, such as by building different phases and the use of elements of the psychological contract at different levels, forming the core specification of graduate incentives including a correction mechanism, fulfill incentives, contrary to the intervention mechanism and restraint mechanism.