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新生代员工是我国改革开放进程中成长起来的一支独特劳动力队伍,已逐渐成为劳动力市场的主力军。企业层面如何优化这一群体的心理契约管理,减少雇佣双方的不安全感,改善员工工作态度、行为和绩效,强化个人—组织绩效的协调与匹配,提高人本管理的有效性,是当下迫切需要深入挖掘的问题。本文实证检验了民工心理契约管理状况,明确了新生代民工①心理契约管理的结构维度,并提出相应的政策建议。研究表明,更新管理理念、革新管理文化、创新管理制度和管理办法是企业优化新生代员工心理契约管理的有效路径。
The new generation of employees is a unique labor force that has grown up in the process of China’s reform and opening up and has gradually become the main force in the labor market. How to optimize the psychological contract management of this group at the enterprise level, reduce the insecurity of both employers and employees, improve the staff’s work attitude, behavior and performance, strengthen the coordination and matching of individual-organization performance, and improve the effectiveness of human-based management are the urgent problems Need to dig deeper questions. This paper empirically tests the management of the psychological contract of migrant workers, clarifies the structural dimensions of the management of the psychological contract of the new generation of migrant workers, and puts forward the corresponding policy recommendations. The research shows that updating the management concept, innovating management culture, innovating management system and management approach are the effective ways for enterprises to optimize the management of the new generation of employees’ psychological contract.