基于心理契约的新生代员工忠诚度分析——以常州制造业为例  

New Generation Employee Loyalty Analysis Based on Psychological Contract:a Case Study of the Manufacturing Industry in Changzhou

作　　者：张娟[1] 陆玉梅[1] 彭荷芳[1] 

机构地区：[1]江苏理工学院商学院,江苏常州213001

出　　处：《商业经济》2015年第2期81-82,103,共3页Business & Economy

基　　金：江苏省高等学校大学生实践创新训练计划项目:常州制造业新生代员工忠诚度调查分析与提升策略研究(SC14063)

摘　　要：常州位于具有"世界工厂"美誉的长三角,交通发达,人员稠密,经济发展迅速,其中制造业为常州经济的主体,改革开放后,逐步形成了以机械、纺织、化工、冶金等为支柱的完备的产业体系。制造型企业大多数都是劳动密集型企业,拥有众多员工,其中以新生代员工最为典型。如何管理新生代员工,对提高制造业管理水平以及发展制造业具有重大意义。新生代员工的管理是现代企业管理的重中之重,了解新生代员工特点,对于提高其忠诚度具有重要意义,而企业只有从始至终关注双方心理契约的实现情况,才能更好的了解和管理员工。Located in Yangtze Delta, which has a good reputation of world factory, Changzhou has the advantage of well-developed trans- portation, dense population, and rapid growing economy with the manufacturing industry as the main player. After the reform and opening up, an industry system has been completed by the pillar industries in terms of machinery, textile, chemical industry, and metallurgy. As most manufacturers are labor-intensive enterprises, they have plenty employees, among which new generation employees are typical. In this connection, how to manage new generation employees is significant to the management and development of the manufacturing industry. New generation employee management is the top priority of the modem enterprise administration. To understand the characters of new generation employees is the key to improving their loyalty. Therefore, enterprises must focus on the realization condition of psychological contract of employees from the beginning to the end for understanding and managing the staff better.

关 键 词：常州 制造业 心理契约 新生代员工 忠诚度 

分 类 号：F470[经济管理—产业经济]