期刊文献+

基于员工心理契约的组织职业生涯管理 被引量:5

Organizational Career Management based on Employee's Psychological Contract
下载PDF
导出
摘要 在人才竞争日益激烈的今天,职业生涯管理作为一种相对长久的激励措施越来越多地成为国内企业吸引人才、激励人才、留住人才的重要手段。由于组织职业生涯管理的内容和心理契约中员工感知的组织责任有许多一致的地方,所以作者认为可以通过有效管理员工不同职业生涯阶段的心理契约达到职业生涯管理的目的。从这个角度出发,作者提出了具体的管理措施,包括:建立有效的信息沟通渠道以明确并引导员工的心理契约,采用多样化激励方式以满足不同职业生涯阶段员工的心理契约以及抓住不同职业生涯阶段员工需求的核心以更好地管理其心理契约。希望这些措施能够帮助企业更好地管理员工的职业生涯,以达到保留和激励员工的目的。 With the increasing competitiveness of talents,career management,as a relative enduring incentive way of attracting and retaining talents,is given more and more attention to by domestic enterprises.The author suggests to achieve the goal of organizational career management by means of effectively managing employee's psychological contract of different career stages considering the similarities of contents of organizational career management and perceived organizational obligations of employee's psychological contract.From this viewpoint,specific operable methods are provided including establishing effective communication channels to make certain and guide employees' psychological contracts,adopting various incentive measures to satisfy the psychological contracts of employees lying in different career stages,and grasping the core needs of employees lying in different career stages to better manage their psychological contracts.The author hopes that the above measures can help enterprises manage employees' career better and obtain the aims of retaining and stimulating employees.
作者 尹洁林 马丽
出处 《技术经济与管理研究》 2012年第8期57-60,共4页 Journal of Technical Economics & Management
基金 国家自然科学基金项目(71073012) 北京市人才强教深化计划项目(PHR201107219) 学科与研究生教育-重点学科-管理科学与工程项目(PXM2010_014224_096205) 北京信息科技大学基金资助项目(1235011)
关键词 心理契约 组织责任 职业生涯 人力资源 Psychological contract Organization responsibility Career management Human resources
  • 相关文献

参考文献8

二级参考文献85

共引文献110

同被引文献48

  • 1赵恒平,廖红梅.聘用制下高校组织与教师间心理契约的重构[J].武汉理工大学学报(社会科学版),2006,19(4):569-572. 被引量:8
  • 2余琛.心理契约履行和组织公民行为之间的关系研究[J].心理科学,2007,30(2):458-461. 被引量:40
  • 3MAHBOOBEH ARAB.Career success[J].Islamic Management and Business,2013,11(5):146-153.
  • 4O′DONOHUE W,SHEEHAN C,HECKER R,HOLLAND P.The psychological contract of Knowledge workers[J].Journal of Knowledge Management,2007,11(2):73-82.
  • 5ROUSSEAU D M.New hire perspectives of their own and their employer′s obligations:a study of psychological contraets[J].Journal of Organizational Behavior,1990,11(5):389-400.
  • 6SEIBERT S E,GRANT J M,KRAIMER M L.Proactive personality and career success[J].Journal of Applied Psychology,1999,84(3):416-427.
  • 7EBY L T,BUTTS M,LOCKWOOD A.Predictors of success in the era of boundarylesscareers[J].Journal of organizational behavior,2003,24(5):689-708.
  • 8ANDURA A.Self-efficacy:toward a unifying theory of behavioral change[J].Psychological Review,1977,84:191-215.
  • 9SCHWARZER R,BABLER J.Assessment of optimistic selfbeliefs:comparison of the German,Spanish,and Chinese version of the general self-efficacy scale[J].Applied Psychology:An International Review,1997,46(1):69-88.
  • 10BINGHAM J B.Multiple obligations:distinguishing the dimensionality and confirming the role of ideology within the psychological contract framework[D].Texas A&M University,2005.

引证文献5

二级引证文献2

相关作者

内容加载中请稍等...

相关机构

内容加载中请稍等...

相关主题

内容加载中请稍等...

浏览历史

内容加载中请稍等...
;
使用帮助 返回顶部