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论文编号：	1518
作者编号：	041938
上传时间：	2010/5/20 16:02:58
中文题目：	心理契约 并购 心理契约重构
英文题目：	Psychological Contract
指导老师：	袁庆宏
中文关键字：	心理契约 并购 心理契约重构
英文关键字：	Psychological Contract
中文摘要：	企业并购是企业扩大规模、增强竞争力的重要手段之一。在全球经济一体化与知识经济蓬勃兴起的今天，越来越多的企业意识到并购对于企业发展的重要性，纷纷加入到并购的队伍中来。但是从并购的历史数据来看，企业并购成少败多，有的企业甚至在并购以后陷入困境而最终走向破产。造成这种状况的原因主要是并购过程中雇佣关系的改变对并购双方的员工都会产生巨大的心理反应，特别是被并购企业的员工，并购会破坏他们与企业之间稳定的心理契约关系，导致其工作积极性、主动性、创造性受挫，甚至引发战略员工、核心员工的退出，从而造成人力资本的无谓浪费。因此，企业并购能否成功的关键在某种程度上取决于在并购整合过程中如何重构企业与被并购方的员工间的心理契约关系，着力消除不稳定的心理契约对企业并购造成的负面效应。 本文旨在从员工心理契约的角度对企业并购中的问题进行分析，阐述并购过程是如何影响员工与组织的心理契约，进而影响被并购方的员工的态度和行为的过程，并且阐明并购企业在并购整合中应该如何进行员工的心理契约重构。 本文首先回顾了中西方学者在心理契约和并购两个领域进行的相关研究。其次，在借鉴和分析了学者已有理论成果的基础上，分析了并购对被并购企业员工心理契约的影响。这种影响包含两方面：一是员工心理契约结构发生了变化；二是促使心理契约状态向不稳定的“过渡型”转变。再次，具体阐述了并购企业如何重构被并购企业员工的心理契约。这一部分主要包括三方面内容：一是并购企业应与被并购企业员工建立“平衡型”或“关系型”心理契约；二是提出了并购企业进行心理契约重构的过程；三是提出了并购企业进行心理契约重构的管理策略。最后，总结全文，提出本研究的不足和未来研究方向。
英文摘要：	M&A is an important way to allocate resources, through which enterprise can obtain scale economy, market power and reduce the cost of transaction and agent. The era of globalization and knowledge economics comes to us. More and more enterprises know the importance of M&A and take part in the process. There are many M&A actions, but some of them succeed finally and some failed. The main reason is that M&A can destroy the psychological contract between enterprise and employees. Psychological contract violation can result in high rate of demission. Psychological contract reconstruction is a crucial problem. The author attempt to consider M&A based on psychological contract theory. This dissertation will focus on how M&A influence the psychological contract of employees in target enterprise and how to reconstruct psychological contract. Firstly, the author reviews the psychological contract theory and M&A theory. This part sets up the theoretical basis for the following analysis. Secondly, the thesis analyzes the influence of M&A on the psychological contract of employees in target enterprise. One is that change in the structure of the psychological contract, the other is that the state of the psychological contract which changes to unstable transition model. Thirdly，the thesis stresses how enterprise reconstruct psychological contract. It divides into three parts, setting up balanced or relational psychological contract, reconstructing the psychological contract and managing the reconstruction of psychological contract. Finally, the author summarizes all the contents in the thesis, raises some shortages of the thesis and puts forward research directions in the future.
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