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员工与企业之间存在经济契约,同时更存在着心理契约。心理契约含义可总结为组织和员工双方对各自责任义务的感知,与经济契约相比,心理契约具有主观、隐性和动态等特征,它成为了影响员工对组织态度和行为的决定因素,其作用直接影响员工工作绩效、工作态度和离职倾向,影响企业的健康、长远的发展。因此,文章从心理契约的角度来研究如何激励技术型员工具有现实意义。本文对某施工子公司技术型员工流失原因进行统计分析,将理论与实践相结合,从技术型员工职业生涯规划角度出发提出激励策略,以期为了解员工心态、有效激励员工、提高员工满意度、改善企业管理方式提供一点借鉴和参考。
Employees and the existence of economic contract between enterprises, but also the existence of psychological contract. The meaning of psychological contract can be summed up as the perception of the responsibility and obligation of both organizations and employees. Compared with the economic contract, the psychological contract has such characteristics as subjectivity, implicitness and dynamics that it becomes the determining factor that affects employees’ attitude and behavior to the organization. The role of a direct impact on employee performance, work attitude and turnover intention, affecting the health of enterprises, long-term development. Therefore, the article from the perspective of psychological contract to study how to motivate the technical staff of practical significance. This article makes a statistical analysis on the causes of the loss of skilled workers in a construction subsidiary company, combines the theory with practice, puts forward the incentive strategies from the perspective of career planning of skilled workers, in order to understand the staff mentality, effectively motivate employees and improve employee satisfaction, Improve business management style to provide a little reference and reference.