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本文通过心理契约违背动态模型分析认为,心理契约违背在知识型员工中发生的可能性更大,造成的危害性更强,为了企业的良性发展,必须尽可能地减少心理契约违背。具体措施为:(1)对应聘知识型员工进行诊断,识别他们对本组织企业文化的认可程度;(2)建立双方认可的共同愿景,形成良好的初始心理契约;(3)提供充分、真实、可靠的信息,避免对信息理解的歧义;(4)减少心理契约违背中的无力兑现和故意违背现象;(5)提高知识型员工对组织的信任度和忠诚度;(6)纠正知识型员工的认知差异。
Through the psychological contract violation dynamic model analysis, this paper argues that psychological contract breach is more likely to happen in knowledge workers and causes more harmfulness. For the sake of the healthy development of the enterprise, the psychological contract violation must be reduced as much as possible. The specific measures are as follows: (1) to diagnose the candidates for knowledgeable employees and identify their recognition of the corporate culture of the organization; (2) to establish a common initial vision agreed upon by both parties to form a good initial psychological contract; (3) to provide adequate, Reliable information to avoid ambiguity of the understanding of the information; (4) To reduce the inability to honor and deliberately violate the phenomenon of the psychological contract violation; (5) To improve the knowledge-based staff’s trust and loyalty to the organization; (6) To correct the knowledge-based staff Cognitive differences.