论文部分内容阅读
心理契约是一种隐性的、非正式的契约,体现了员工与组织对相互责任与义务的期望、认知与信念。企业并购战略的发展必然会引起组织结构的变化,进而引起人员结构调整,这种并购过程中的震荡容易引起员工心理契约失衡,产生心理契约违背和破裂。众所周知,知识型员工在企业并购后发展和壮大发挥着举足轻重的作用,所以在对知识型员工的心理契约的重建就显得尤为重要。本文首先是诠释心理契约的含义和罗列出知识型员工的性格特点,随后便说明企业并购对知识型员工心理的负面影响,最后提出重构知识型员工心理契约的策略。
Psychological contract is a hidden, informal contract that embodies the expectations, perceptions and beliefs of employees and organizations on mutual responsibilities and obligations. The development of corporate mergers and acquisitions strategy will inevitably lead to changes in the organizational structure, and then lead to the adjustment of personnel structure. This shock in the process of mergers and acquisitions is likely to cause imbalance of employee psychological contract, resulting in psychological contract violation and rupture. As we all know, knowledge workers play a pivotal role in the development and growth of enterprises after mergers and acquisitions, so it is particularly important to rebuild the psychological contract of knowledge workers. This article first interprets the meaning of psychological contract and lists the personality characteristics of knowledge-based employees. Then it explains the negative impact of corporate mergers and acquisitions on the knowledge-based employee’s psychology, and finally proposes the strategy of reconstructing the psychological contract of knowledge-based employees.