劳动契约与心理契约的综合管理模型设计  

The Integrated Management Model of Labor Contract and Psychological Contract

作　　者：谢传会[1] 殷浩然[2] 

机构地区：[1]安徽科技学院,安徽蚌埠233100 [2]北方工业大学,北京100041

出　　处：《石家庄经济学院学报》2010年第6期87-90,共4页Journal of Shijiazhuang University of Economics

基　　金：安徽省教育厅人文社科一般项目"人本理念下私营企业劳动关系管理模式研究"(2010SK383)

摘　　要：劳动关系的特点决定了无论是劳动契约还是心理契约都无法单独地对劳动关系进行有效的调整。在分析劳动契约和心理契约在调整劳动关系方面存在局限性的基础上,提出了调整劳动关系的劳动契约和心理契约的综合管理模型,并提出了具体的管理措施:契约柔性化、沟通制度化、维护长期化。The characteristics of the labor relations determine whether labor contract or psychological contract is unable to individually make effective adjustment of labor relations.Based on the analysis of limitations of the labor contract and psychological contract in adjustment labor relations,this study establishes an integrated management model for adjusting the labor contract and psychological contract of the labor relations,and three concrete management measures are proposed,including contract flexibility,communication system and maintain long-term.

关 键 词：劳动契约 心理契约 综合管理模型 

分 类 号：F246[经济管理—劳动经济]