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Paper代写:The management of employee's psychological contract

2017-08-10 | 来源:51due教员组 | 类别:Paper代写范文

下面为大家整理一篇优秀的paper代写范文- The management of employee's psychological contract,供大家参考学习,这篇论文讨论了员工的心理契约管理。心理契约管理,就是引导组织和员工之间对于相互责任的期望与认知达到一种平衡和吻合或者比较平衡和吻合状态,从而形成合理心理契约的过程。良好的员工关系能够极大增强企业的竞争优势,组织应有意识地利用对心理契约的引导和调整,进行员工关系的管理,以便有效地提高员工的满意度、工作投入和组织承诺。

psychological contract,心理契约管理,论文代写,essay代写,paper代写

Under the knowledge economy, the core employees of the enterprise are the strategic resources of the Organization, and more and more enterprises are facing serious challenges in managing the core employees at present. Because the core staff is the special group of the Organization, it should not only pay attention to the management of traditional labor contract, but also strengthen the management of psychological contract.

The management of psychological contract is the process of guiding the expectation and cognition of mutual responsibility between organization and staff to achieve a kind of balance and coincidence or a balanced and consistent state, thus forming a reasonable psychological contract. Psychological contract has the following characteristics, one is subjective, the content of the psychological contract is the organization of agents and employees to the mutual responsibility of the expectations and perceptions, or a subjective feeling, rather than the fact of mutual responsibility itself. The psychological contract may be inconsistent with the content of the employment contract, the expectation and cognition of the organization agent are different from the employee's expectation and cognition, and the second is the dynamic, the formal employment contract is generally stable and seldom changes. But the psychological contract is in a state of constant change and revision. Any changes in the organizational environment have an impact on the psychological contract. The longer people work in an organization, the broader the scope of psychological contracts, and the relationship between employees and organizations, the greater the implied content of mutual expectations and responsibilities; third, when the psychological contract is violated, the staff will have a strong negative emotional reaction and follow-up behavior, the core of which is an angry mood, the staff feel the organization perfidious, they are unfairly treated.

From the perspective of organizational behavior, employees have a certain expectation to join the organization, hoping to use the organization to meet their material and spiritual multi-level needs; Similarly, the Organization of human resources Recruitment, training also has a specific purpose, and strive to best use human resources to achieve the organization's goals. Therefore, the psychological contract includes not only the employee's expectation and cognition of mutual responsibility, but also the expectation and cognition of the Organization to the mutual responsibility, but it is expressed by the expectation and cognition of the organization agent.

Combining the characteristics of core staff and the role of psychological contract, it is not difficult to see that the core staff of the Organization's expectations more from the psychological needs, which will lead to the core staff to pay more attention to the psychological contract with the organization, and the role of psychological contract to maintain the organization and core staff psychological contract, to prevent psychological contract rupture and is particularly urgent and important. Morriosn and Robinson think that the psychological contract rupture refers to the individual's cognitive assessment that the organization has failed to fulfill its obligations in the psychological contract, it is based on the comparison of the content of the mutual promises between the two parties and the actual content provided by the employees; The psychological contract violation is an emotion or emotion, which refers to an emotional experience that the individual has formed on the basis of the organization's failure to fulfill the psychological contract, and its core is anger and disappointment. Individuals feel that the organization is perfidious or unfairly treated. Psychology that employees perceive the psychological contract rupture to the contrary will undergo a complex dynamic process, generally have to go through three stages, serious breach of contract will bring many undesirable results, the specific performance is as follows:

Trust is the basis of the formation of psychological contract, the breach of psychological contract will lead to the decline of trust and the reduction of loyalty, which will lead both sides to redefine the contractual relationship. The establishment of mutual trust between the two parties requires joint efforts, and trust once destroyed is difficult to recover, thus seriously affecting organizational efficiency.

When the psychological contract is seriously damaged, the core staff, because of mastering the core technology and management experience, they and the organization of the contract between the transaction components are strengthened, while the relationship is weakened, while the core staff will be less emotional input to the organization, more attention to the immediate economic benefits.

Core staff will generally have a higher degree of professional loyalty, relatively speaking, the loyalty of the enterprise is smaller. When an organization is unable to meet the employee's psychological contract, the employee is likely to have a turnover tendency. This is evident from the role model of psychological contract above.

Based on the important influence of psychological contract, in order to improve employee's satisfaction and build harmonious employee relationship, enterprises should manage employee relationship from the following aspects:

In the recruitment process, the employee's psychological contract began to form. New employees often discuss the benefits, commitments, and responsibilities discussed in the interview as their basis for organizational expectations. So in the process of recruiting and interviewing new hires, enterprises should be clear and open career information, with the applicant Frank communication, and try to avoid making promises that can not be achieved, so as not to make the new employees into the organization after the interview commitment is not cashed, the organization has doubts, resulting in psychological contract rupture.

The focus of management on employee relationship is communication, effective communication can improve employee satisfaction and support the realization of organizational goals. Through communication can help the organization and staff to better understand each other's expectations and obligations, according to the expectations of the changes in the psychological contract to continue to revise and adjust. When the employee's work efficiency is low or the mood is not high, the timely communication can discover the problem, causes the staff to re-establish the trust to the organization, closes the psychological contract crack.

In guiding and structuring the psychological contract of the employees, the enterprise should make appropriate adjustment on the incentive measures according to the employee's demand, so that the employees ' potential expectation in the psychological contract will be satisfied and the employees should be rewarded with the corresponding work behavior. First of all, enterprises should create a supportive work environment, and staff to actively communicate with each other to form a harmonious interpersonal relationship, which is also to meet the needs of employees emotional belonging to the necessary conditions; and professional career design and counseling, so that employees feel the organization of their trust and respect; again, let the staff feel that they have been in the enterprise fair treatment, the enterprise's commitment to their own can be cashed; Finally, in order to use the psychological contract to effectively manage employees, The enterprise should express the expectation to the staff. The expectation itself is also an incentive, and the organization can express this expectation to the employees through some signals, such as setting up a role model and the manager's own example.

Good staff relations can greatly enhance the competitive advantage of enterprises, the Organization should consciously use the psychological contract guidance and adjustment, the management of staff relations, in order to effectively improve staff satisfaction, work input and organizational commitment.

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