| 浅谈心理契约与人力资源管理 |
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| 引用本文： | 雷陈珊. 浅谈心理契约与人力资源管理[J]. 湖州职业技术学院学报, 2013, 11(2): 46-48,70 |
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| 作者姓名： | 雷陈珊 |
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| 作者单位： | 福建师范大学教育学院,福建福州,350007 |
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| 摘 要： | 心理契约是组织与员工之间的无形契约,它是组织能否行之有效地做好人力资源管理工作的重要影响因素;同时,人力资源管理也影响着员工心理契约的形成与发展。基于心理契约视角,组织要更好地做好人力资源管理工作,应该做到诚信至上、以人为本、有效沟通以及给员工提供培训和发展机会等。
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| 关 键 词： | 心理契约 人力资源管理 组织 员工 |
On Relationship Between Psychological Contract and Human Resources Management |
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| LEI Chen-shan. On Relationship Between Psychological Contract and Human Resources Management[J]. Journal of Huzhou Vocational and Technological College, 2013, 11(2): 46-48,70 |
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| Authors: | LEI Chen-shan |
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| Affiliation: | LEI Chen-shan (School oF Education, Fujian Normal University, Fughou 350007, China) |
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| Abstract: | As an immaterial contract among organizations and their employees, psychological contract plays an importantly influential factor in effectively administrating human resources management which, meanwhile, affects the formation and development of employees＇ psychologi cal contract. Based on the viewpoint of psychological contract, for better management of human resources, organizations should uphold some basic principles, that is, credibility first, people oriented, effective communication as well as providing related training and development opportunities for their staff. |
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| Keywords: | psychological contract human resources management organization employees |
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