基于心理契约的90后员工管理探析——对“闪辞”现象的思考

Management of Staff Born in the 1990s Based on Psychological Contract——Thinking on Phenomenon of Lightning Resignation

20世纪90后新生代初入职场其离职率便居高不下,离职原因主要是缺乏个人的职业生涯规划、无法满足预期薪酬以及对企业制度不适应、看不到发展空间等,根本来说是缺乏对企业的认同感和满意度。心理契约的有效构建和管理能激励90后员工增强其工作满意度和对企业的忠诚度。针对这些问题,根据心理契约的概念和内容应用于人力资源管理,构建了90后员工的管理模式,并建议企业引导员工做好职业生涯规划、提供激励性薪酬、建立良好的企业文化、建立畅通有效的沟通机制以减少90后员工"闪辞"。

The generation born in the 1990s has high rate of resignation upon entering the job market. The reasons for resignation include the lack of personal career planning, the dissatisfaction with the expected salary, inadaptation to corporate system, and the lack of development. In other words, the basic： reason is the lack of identification and satisfac- tion with enterprise. The effective construction and management of psychological contract can enhance the job satlsf^tetion and loyalty of the staff born in the 1990s. According to the definition and contents of＂ psychological contract in human resources management, this article built a Inanagement mode for the staff bona in the 1990s, and recommended that enterprises should guide the staff in doing career planning, give incentive salary, have a good corporate culture, and establish smooth communieation mechanism to reduce the resianation of the staff