民营企业经理人心理契约管理研究  

The Research on Psychological Contract Management of Private Enterprises

作　　者：孙栓国[1] 施祖留[2] 

机构地区：[1]河海大学商学院,江苏南京210098 [2]中国浦东干部学院,上海201204

出　　处：《华东经济管理》2007年第12期115-119,共5页East China Economic Management

摘　　要：在民营企业中,经理人与企业之间除了正式的、书面的经济契约之外,还存在非正式的、存在于经理人内心深处的契约。心理契约影响着经理人的行为和工作态度,成为经理人与组织关系的心理纽带。中国民营企业成长面临着实现人力资源自主能动开发的瓶颈,民营企业应努力避免由于"心理契约"的破坏而造成的工作效率低下和人才流失的严重障碍。文章在对心理契约文献综述后,从民营企业心理契约破坏的原因入手,有针对性提出了民营企业心理契约管理的改进对策,希望民营企业心理契约管理能引起各界注意。In the process of the organizational operation, there is psychological contract which is informal and implied in the heart of employee except for the formal economic contract kept by written. Though psychological contract has not strong sanctions as the economic and legal contract, it is also a dominant factor in determining the attitude and obligation of employees towards organization. Psychological contract therefore is the psychological relationship between the employees and the employers. China＇s Private enterprise at present is facing with the development bottleneck to realize the independent human resources activity. The private enterprises should diligently avoid the low working efficiency and the brain drain resulted from the lack of psychological contract. This paper explains the psychological contract, analyzes the causes of the breach of the psychological contract in the private enterprises, proposes the improvement program and the counter measure in order to make the psychological contract more reasonable and effective in private enterprises.

关 键 词：心理契约 民营企业 职业经理人 

分 类 号：F406.15[经济管理—产业经济]