心理契约理论对国企新生代员工管理的启示

The Enlightenment Of Psychological Contract Theory To The Management Of New Generation Employees In State-Owned Enterprises

以80后、90后为主的新生代员工是互联网时代"原住民",国有企业传统管理模式在面对该群体时存在不适应甚至失效问题.针对此问题,为了拓宽国企新生代员工管理思路,从心理契约理论视角切入,基于心理契约内隐模糊性、主观差异性、动态平衡性特点,结合新生代员工自我意识强、思想观念活跃、敢于质疑权威等群体共性,从交易维度、关系维度、发展维度对新生代员工的心理契约内容进行了阐述,并从正面分析了心理契约对组织承诺、组织绩效、组织公民行为的影响,从负面分析了导致心理契约违背的影响及成因,提出了对国企新生代员工管理建议.

The new generation of employees,mainly those born in the 1980s and 1990s,are the“indigenous people”in the Internet age.The traditional management model of state-owned enterprises has problems of incompatibility or even failure when facing this group.This paper analyzes the influence and causes of psychological contract violation from a negative perspective,and puts forward some suggestions for the management of the new generation of employees in state-owned enterprises.