摘要
近年来,知识型员工在小微企业流失严重。心理契约是连结着小微企业和知识型员工双方责任感知的纽带,而小微企业和知识型员工双方的沟通不足,企业有意违约或无力兑现承诺,都会导致知识型员工的离职。小微企业应该及时采取相应的控制措施,在心理契约建立、修正调整、违背等各个阶段要区别对待。尤其强调在心理契约调整修正阶段,要从物质激励,环境支持和发展机会等不同方面激励知识型员工,以很好地防止知识型员工的流失。
In recent years,the turnover of knowledge workers is very high in small and micro business.Psychological contract is the link,which connects the knowledge workers＇ responsibility perception within it.However, the knowledge workers quit due to the fact that,such as insufficient communication,deliberate breaching the contract or failure to meet the commitment on the business sice.The said business should take corresponding measures in time.Separate approaches should be used on the psychological contract establishment stage,the psychological contract amendment stage and the psychological contract violation stage.Particularly on the second stage, the material incentives,environmental supports and development opportunities aspects are proposed for prevention.
出处
《福建江夏学院学报》
2014年第2期22-28,共7页
Journal of Fujian Jiangxia University
基金
福建省中青年教师教育科研项目(JB13262S)
关键词
知识型员工
员工流动性
小微企业
心理契约
心理契约违背
knowledge worker
turnover
small and micro business
psychological ontract
psychologicalcontract violation
