图书馆知识团队心理契约的内涵与构建策略  

Connotation and Construction Strategy of Psychological Contract of Library Knowledge-based Team

作　　者：吴凤玉[1] 

机构地区：[1]天津商业大学图书馆,天津300134

出　　处：《现代情报》2009年第3期15-17,22,共4页Journal of Modern Information

基　　金：天津市哲学社会科学规划研究项目"基于心理契约的图书馆知识员工管理模式研究"(项目编号:TJTQ07-015)研究成果之一

摘　　要：随着图书馆知识员工比例的大幅度增加,由知识员工构成的知识团队在图书馆业务创新中的作用日益凸显,而以制度化与量化为主的管理体制对知识员工与团队的激励功能相对弱化。因此,应通过构建图书馆知识团队心理契约,形成知识员工与团队协同发展的心理动力机制,满足知识员工深层次的心理需求,包括:以目标的协同提升团队规范维度;以支持性文化提升团队关系维度;以学习与自我管理机制提升团队发展维度。As the number of knowledge- based librarians increases, the role that the knowledge- based team consisting of knowledge - based librarians plays in bringing forth new ideas has become more and more important, however, the administrative system focusing on regulative and quantitative examination discourages employees and the teem, therefore, knowledge - based team＇s psychological contract should be established, forming psychological motivation mechanism of coordinated development between librairans and teams to satisfy deep psychological needs of knowledge - besed emplyees. The contract includes combined target to promote team standard, encouragement to improve team relationship, and as well as study and self- management to enhance team development.

关 键 词：心理契约 知识团队 图书馆 

分 类 号：G251[文化科学—图书馆学]