心理契约理论在医院人力资源管理中的应用  

The Application of Psychological Contract Theory into Human Resources Management in Hospitals

作　　者：周颖华[1] 吴均林[1] 

机构地区：[1]华中科技大学同济医学院医药卫生管理学院,武汉市430030

出　　处：《现代医院管理》2009年第5期1-4,共4页Modern Hospital Management

摘　　要：心理契约作为员工和组织之间对于彼此责任与义务的相互期望与理解,具有主观性、互惠性、动态性和效能性的特点,有益于组织的健康发展。将心理契约理论应用于医院人力资源管理,不但有助于管理者全面认识员工的需要,而且体现了"以人为本"的管理理念。本文论述了心理契约理论在医院人力资源管理中的应用措施,以期提升医院人力资源管理水平。As the understandings and expectations for mutual responsibilities and obligations exist between employee and organization, psychological contract with characteristics of subjectivity, reciprocity, dynamicity and efficiency plays an active role in organization development. Psychological contract applying to hospital human resource management not only helps administrators recognize the requirement of the staff,but embodies the management idea of people-oriented also. This paper discusses the application of psychological contract theory in the management of hospital human resource as to improve hospital human resource management.

关 键 词：医院 人力资源 心理契约 

分 类 号：R197.32[医药卫生—卫生事业管理] R197.3[医药卫生—公共卫生与预防医学]