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论文编号：	12759
作者编号：	2320190369
上传时间：	2021/12/8 15:00:03
中文题目：	基于心理契约的A公司知识型员工 管理提升研究
英文题目：	Research on improvement of knowledge-based employee management of Company A based on psychological contract theory
指导老师：	王学秀
中文关键字：	心理契约理论；知识型员工；社会交换；组织承诺；公平
英文关键字：	Psychological contract theory; Knowledge-based employees; Social exchange; Organizational commitment; Fairness
中文摘要：	知识经济时代下，知识成为新时代核心的生产要素。相比于以往的任何时代，知识经济时代更加依赖于具有专业知识，技术，能力和经验的知识型员工来提供有效的定制化方案来解决知识问题。知识型员工作为知识经济时代中不可或缺的人力资源具有重要的价值，对于企业的发展至关重要。 出于关注知识型员工的个体发展，同时提高企业业绩，增强企业的竞争实力和实现可持续性发展的目的，本文从心理契约理论视角针对知识型员工管理提升进行研究。本文提出的基于心理契约的A公司知识型员工管理提升研究，考虑了知识型员工注重个体成长的工作理念，追求自我价值实现的价值主张，是为了更好地激发知识型员工的创造力，从而在实现企业目标和价值的同时能够促进知识型员工的目标实现，实现企业和知识型员工的双赢。 本文采用文献研究法和案例研究法，结合组织承诺理论，社会交换理论，期望理论和公平理论的概念，从心理契约理论在知识经济时代中知识型员工管理的应用角度出发，针对A公司出现的知识型员工职业倦怠，组织员工关系维护缺失，组织和员工发展目标不统一，绩效评估体系单一，企业文化不明确以及员工职业忠诚度缺失等问题进行分析研究，并提供解决策略。通过研究分析，根据心理契约理论，企业应当从交易维度，关系维度和发展维度三个方面加强知识型员工管理，通过满足知识型员工期望值的方式激发员工对工作的投入程度，使得企业发展和知识型员工个体价值实现的目标得以达成。 知识型员工在工作中更少关注经济交换价值，注重在工作中的个体成长和价值实现，因此更难通过薪酬优势激发工作积极性。本文结合知识型员工的人格特征，运用组织承诺理论，社会交换理论，期望值理论和公平感理论，从心理契约理论的角度出发进行研究，针对知识型员工管理提升提出策略。
英文摘要：	In the era of knowledge economy, knowledge has become the core factor of production in the new era. The era of knowledge economy relies more than ever on knowledge-based employees with professional knowledge, technique, ability and experience to provide effective customized solutions to solve knowledge problems. As an important value resource in the era of knowledge economy, the knowledge-based employees are vital to the development of enterprises. For the purpose of paying attention to individual development of the knowledge-based employees, while improving corporate performance, enhancing the competitiveness of the enterprise and achieving sustainable development, this article focuses on the improvement of knowledge-based employee management from the perspective of psychological contract theory. The research on the improvement of the knowledge-based employee management based on the psychological contract theory proposed in this article considers work philosophy of the knowledge-based employees focusing on individual growth and value proposition of pursuing the realization of self-value, so that the creativity of the knowledge-based employees can be better stimulated, goals and values of the enterprise and the goals of the knowledge-based employees can be both achieved. This article adopts the literature research method and case research method and uses the contents of organizational commitment theory, social exchange theory, expectation value theory and fairness theory to analyze and research problems of knowledge-based employee burnout in Company A, lack of organizational employee relationship maintenance, inconsistent organizational and employee development goals, single performance evaluation system, unclear corporate culture, and lack of employee professional ethics, from a perspective of an application of the psychological contract theory in the knowledge-based employee management in the era of knowledge economy, and provides a solution strategy. Through the research and analysis, according to the psychological contract theory, companies should strengthen the knowledge-based employee management from three aspects of a transaction dimension, a relationship dimension and a team member dimension, and stimulate employees’ commitment to work by meeting expectations of the knowledge-based employees, so that the goals of the company’s development and individual value realization of the knowledge-based employees can be achieved. The knowledge-based employees pay less attention to economic exchange value at work, and pay more attention to the individual growth and the value realization at work, so it is more difficult to stimulate work enthusiasm through salary advantages. This article combines personality characteristics of the knowledge-based employees, uses the organizational commitment theory, the social exchange theory, the expectation value theory and the fairness theory, and conducts research from the perspective of the psychological contract theory, and proposes strategies for the improvement of the knowledge-based employee management.
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