劳资矛盾心理契约预警机制的实证研究  

An Empirical Study of Labor Relationship of precausious Mechanism of Psychological Contracts

作　　者：陈晓云[1] 

机构地区：[1]复旦大学社会发展与公共政策学院,上海200433

出　　处：《山西财经大学学报》2008年第2期80-84,共5页Journal of Shanxi University of Finance and Economics

基　　金：上海市社会科学基金项目(项目编号:KBH3548527);上海市教育科学研究市级项目(项目编号:B0675)

摘　　要：人力资源与企业之间的最佳配置,是员工与企业互动发展的重要条件。本文运用心理契约理论,以上海市10家小型企业为研究对象,主要从个体认知层面探讨了组织文化对职业探索期员工心理契约形成的影响。研究结果表明:组织文化对刚进入企业不久的员工的工作态度、工作投入和对组织的归属感有重要影响;当个体对组织的总体满意度下降到一定极限时,员工可能会做出两种选择,即继续留任但减少对组织的投入,或者断然离开这个组织。基于此,文章构建了一个心理契约研究的理论框架,并针对被调查企业的现状,提出了小型企业强化职业探索期员工心理契约的组织文化建设策略。The best eordigurafion between human resource and companies is the important condition of employees and companies＇ interaction development. The paper applies the theory of psychological contract and discusses the influence of organizational culture to forming psychological contract of employees who are at career exploring period from individual cognition dimension with the study of 12 small companies. The result shows that organizational culture has essential influence to the working attitudes, working input and the feeling of belong to organization of employees. When the general contentment of individual to organization descends to certain limits, the employees may make two choices： either staying on but reducing the input to organization,or leaving from it,So according to the situations of the researched companies, the paper puts forward the suggestions that small companies should enhance the organizational culture construction of psychological contract of young employees at career exploring period.

关 键 词：劳资冲突 心理契约 预警机制 

分 类 号：F01[经济管理—政治经济学]