关于知识团队心理契约的分析

Analysis of Psychological Contracts for Knowledge Teams

文章从分析知识员工的特点入手 ,提出了管理知识团队仅靠商业契约远远不够 ,还必须建立心理契约来进行补充的观点 :需要改变传统的绩效考核与激励办法 ,强调对知识员工进行兑现承诺的激励和对其价值观进行报偿 ;只有那些能够与员工达成心理契约的管理者才能成为真正的团队领袖。从树立知识团队的目标、培育知识团队的氛围 。

This paper analyzes the characteristics of knowledge workers. Based on querying some typical assumptions about team management, some new viewpoints are proposed:The traditional performance appraisal and incentive principals should be changed to be impressed on commitment-focused incentives and value-based compensations, and only those managers who are able to make psychological contracts with the team members could become real team leaders. It is proposed that the psychological contracts for knowledge teams contain meaningful goals, psychological environment, and the ways used to reward their values and contributions.