摘要
以心理契约理论为指导,界定了心理契约的含义和特点,指出心理契约是影响员工态度和行为的重要因素,心理契约的构建与维护需要企业在招聘、定位与培训、绩效考评、薪酬管理、企业文化和生涯管理等人力资源管理具体活动方面做出相应的变革。
The article expounded the definition and features of psychological contract, which is an effective method to solve HRM problems, and one of the important factors affecting employee＇s attitude and behavior. In order to build and maintain it, enterprises must take corresponding innovations in HRM practices, including recruitment, orientation and training, performance appraisal, compensation administration, enterprise culture, career management, etc.
出处
《南京人口管理干部学院学报》
2006年第1期59-62,共4页
Journal of Nanjing College for Population Programme Management
关键词
人力资源管理
心理契约
经济契约
Human Resource Management
Psychological Contract
Economic Contract
