基于横向监督激励模型的员工间心理契约关系研究  

Research on Psychological Contract Between Employees Based on the Horizontal Supervision Incentive Model

作　　者：郭梅[1] 刘清亮[1] 王艳梅[2] 

机构地区：[1]青岛大学学生处,山东青岛266071 [2]东北大学工商管理学院,辽宁沈阳110004

出　　处：《青岛大学学报（自然科学版）》2008年第2期68-71,81,共5页Journal of Qingdao University(Natural Science Edition)

摘　　要：利用员工间的心理契约,建立横向监督激励模型出发,通过模型分析了企业创造构建员工间心理契约关系的环境和氛围,发挥员工间横向监督激励作用。通过横向监督激励模型分析得出:企业一旦创造出良好的成员间心理契约关系环境和氛围,虽然企业的最优激励强度不变但是员工的努力水平却提高了,也就是说施加到偷懒员工的同事压力使得企业在不增加激励成本的情况下获得来自员工较高的努力投入,从而营造员工团结合作,相互激励这种高努力的工作氛围。By taking advantage of the psychological contract between employees, establishing the horizontal supervision incentive model and analyzing of the horizontal supervision incentive model, it is concluded that once a good environment and atmosphere of pyscological contract relation has been established, the level of the staff＇s efforts will be greatly increased, though the optimal enterprise incentive intensity of the efforts remains unchanged, that is the pressure applied to the lazy staff allows the enterprise gain a higher efforts of the staff without increasing the incentive cost and creat an atmosphere of staff unity and cooperation and mutual encouragement of such high efforts.

关 键 词：心理契约 横向监督 纵向监督 激励 

分 类 号：N945.12[自然科学总论—系统科学]