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| 论文编号： | 1099 | |
| 作者编号： | 2120062116 | |
| 上传时间： | 2009/6/8 16:33:27 | |
| 中文题目： | 基于心理契约对正式契约补偿性的 | |
| 英文题目： | A laid-off management research | |
| 指导老师： | 张立富 | |
| 中文关键字： | 心理契约;心理契约违背;正式契约 | |
| 英文关键字： | Psychological contract; psycho | |
| 中文摘要： | 2008年底全球金融危机蔓延，国内外大小企业纷纷裁员。由于我国企业在现代企业制度建设和公司治理体制完善上的缺陷，如管理制度缺失、绩效管理流于形式等诸多问题，在裁员过程中没有真正地解决好如何把企业不需要的人裁掉、把企业需要的人留住，具体操作中，按照机构或者年龄、工龄一刀切的现象大量存在，这些不公平、不公正的裁员过程不仅给企业后续发展留下了诸多隐患，而且在过程中员工对企业中上层领导的行为难以进行有效的监督和制约，心理契约产生违背，进而导致一系列的不合作和抵触行为。 论文针对这些问题，从心理契约、心理契约违背理论和正式契约理论出发，结合我国企业人力资源管理现实和裁员现状，从裁员前、裁员中到裁员后深入剖析了我国企业裁员管理过程中存在的问题，并分析了这些问题对企业管理和日后运行发展所具有的长远影响，同时建议中国企业裁员的系统过程应当从裁员前的招聘、培训与开发、薪酬与激励和企业文化等各方面做出正式契约的合理建设和完善，到裁员中的及时有效信息沟通和裁员方案选取，到裁员后员工合理安置等从心理契约构建出发，实现裁员后留任员工心理契约的重建。针对心理契约对正式契约的补偿和所长，对中国企业裁员管理过程进行了分析，论文最后选取了A公司裁员的案例，通过之前的框架进行了深入系统的分析，对之后中国企业裁员的理论丰富和实践指导都具有一定的意义。 | |
| 英文摘要： | By the end of 2008, lots of companies have been suffering in the global credit crunch and turned into employee laid-off for resolutions. While many Chinese companies, due to unestablished managerial systems have met such numerous problems as subjective decision-making, employee overloads and severe survivor symptoms etc. This paper, based on psychological contract and psychological contract violation theory, analyzed current problems in the Chinese company laid-off process through a systematic approach from pre laid-off, in the laid-off to post laid-off etc and also pointed out the long-standing influences of these problems onto the business operations in the future. Based on the complementary role of psychological contract to the official labor contract, the author advised that the laid-off process in Chinese companies could be improved from all three aspects, especially in the improvement and establishment of human resource management system, like employee recruitment, training and development, compensation and motivation, corporate culture, and open and effective communication etc, in order to reconstruct employee psychological contract after the laid-off. In the end, this paper took a laid-off example of Company A and suggested to both theoretical research and practical operations. | |
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