知识员工雇佣关系匹配模型研究——基于员工与企业双向视角  

Study on the Match Model of Employment Relations of Knowledge Workers

作　　者：张娜[1] 

机构地区：[1]浙江工商大学工商管理学院,浙江杭州310018

出　　处：《科技管理研究》2012年第11期165-168,共4页Science and Technology Management Research

摘　　要：经济转型时期,知识员工在企业中逐渐扮演者越来越重要的的角色,而企业与知识员工建立怎样的雇佣关系直接关系到知识员工价值的发挥,进而影响企业的成败。本文根据知识的稀缺性和对企业的价值性两个维度,将知识员工分为核心型、紧密型、独特型和边缘型四种类型。同时,从员工和企业双重视角出发,结合心理契约模型和诱引-贡献模型综合分析,尝试构建知识员工雇佣关系的匹配模型,为企业灵活采取雇佣方式,最大发挥知识员工的价值提出借鉴。During the economic transition, knowledge workers gradually play an increasingly important role in enterprises, but the employment relations between enterprises and knowledge workers have direct influence on the play of knowledge workers＇ values, which further affects the performance of enterprises. This paper develops a classification of four types of knowledge workers ： core, tight, unique and edge according to a two - dimensional matrix of knowledge scarcity of knowl- edge workers and their value to enterprises. Based on the view of staff and organization, the paper puts forward a psychological contract model and an inducement- contribution model, and establishes a match model of knowledge workers＇ employment relations, which provides some advice for enterprises to take flexible employment ways to maximize the value of knowledge workers.

关 键 词：知识员工 雇佣关系 心理契约 诱引-贡献模型 

分 类 号：F272.92[经济管理—企业管理]