联系我们

论文查询结果	返回搜索

论文编号：	3345
作者编号：	2120092449
上传时间：	2011/6/9 8:41:18
中文题目：	基于心理契约的知识密集型企业的劳资关系管理研究
英文题目：	Research on the Labor Relations of knowledge-intensive enterprises: Based on Psychological Contract
指导老师：	张立富
中文关键字：	劳动契约;心理契约;劳资关系;知识密集型企业
英文关键字：	labor contract;psychological contract;labor relations;knowledge-intensive enterprises
中文摘要：	随着经济的发展和环境的不断变化，组织与员工之间的平衡正在日益被打破，传统的劳资关系管理面临着重大的挑战。理论界和实践工作者在对新型的劳资关系管理方式和方法进行探索的过程中发现，心理契约这个概念在解释当代劳资关系的特征中起着越来越重要的作用。特别是对于知识密集型企业来说，研究心理契约的意义更加重大。 在知识密集型企业中，仅仅依靠劳动契约的管理模式并不能对劳资关系进行有效的调整，劳动契约自身的不完备是本文研究的主要出发点。同时，劳资关系的演变和心理契约内涵本身的变化也都表明，以心理契约的视角去研究知识密集型企业的劳资关系管理，不仅仅是有益的探索和尝试，更是构建和谐劳资关系必然的要求。 在对相关的理论基础和文献进行综述之后，本文以委托代理理论为基础，将知识型员工和知识型员工的管理者分别视为研究心理契约的双方主体，详细地探讨了知识密集型企业的心理契约与劳资关系之间的联系。本文的研究将心理契约的积极履行与违背视为劳资关系的激励和保健因素。对心理契约的积极履行与劳资关系之间作用机制的探索表明，两者之间的作用受到组织公平、相互感知、信任以及后继行为等多种因素的影响，要想打开心理契约的黑箱，必须重视多因素的协同作用。有关心理契约违背的研究表明，对于心理契约的违背不仅来自组织一方，员工主动违反心理契约的现象也是企业发展不能回避的问题。为了避免劳资关系的下降和冲突，企业应当高度重视心理契约的违背与劳资关系之间的调节因素的影响。 总之，研究一致表明，为了构建和谐的劳资关系，必须重视心理契约的调节作用，本文第五章详细地论述了基于心理契约视角构建知识密集型企业和谐劳资关系的策略,主要是从雇佣环境、雇佣实践、雇佣主体方面进行了分析。然而，无论是劳动契约还是心理契约，都无法单独地对劳资关系进行有效的调整，因此本文最后探讨了把劳动契约与心理契约有机结合起来的全新的契约管理模式。
英文摘要：	With the development of economy and the change of environment, the balance between the organization and employees is increasingly being broken, the traditional management of labor relations faces significant challenges.In the process of exploring the new ways and means of the management of labor relations, theorists and practitioners discover that psychological contract between employers and employees plays an increasingly important role in the interpretation of the characteristics of contemporary labor relations.Especially for the knowledge-intensive enterprises, the research of psychological contract is more important. In knowledge-intensive enterprises, just relying on the management of labor contract can not effectively adjust labor relations,the incompleteness of labor contract is the main starting point for this paper.Meanwhile, the evolution of labor relations and the changes of psychological contract itself both show that, the perspective of using the psychological contract to study the management of labor threlations in knowledge-intensive enterprises,is not just a beneficial exploration and attempt, but an inevitable requirement of building harmonious labor relations. After reviewing the theoretical basis and the relevant literature,this paper concentrates on agency theory,and regards the knowledge workers and their managers as the respective sides of the psychological contract in the organization. On this basis, the paper discusses in detail the links between psychological contract and labor relations in the knowledge-intensive enterprises.This study views the positive fulfillment and violation of psychological contract as the motivational factor and hygiene factor respectively.The exploration to the mechanism between positive fulfillment of psychological contract and labor relations reveals that the contact process of the two has been affected by many factors such as organizational justice, mutual awareness, trust, and subsequent behaviors.In order to open the black box of psychological contract, we must pay attention to the synergy of a variety of variables. Research on the violation of psychological contract shows that the breach of psychological contract is not only from the organization,the phenomenon of breach of the employees is also an unavoidable issue in the development of enterprises.In order to avoid the decline and conflict of labor relations, enterprises should attach great importance to the moderators between the violation of psychological contract and labor relations. In summary, studies consistently show that, in order to build harmonious labor relations, we must pay great attention to the regulating role of psychological contract.The Chapter V discusses in detail the strategies and recommendations to build harmonious labor relations in knowledge-intensive enterprises based on psychological contract. The analysis is main from three aspects : employment environment, employment practices and employment bodies. However,no matter labor contract or psychological contract, it can`t alone make the effective adjustment of labor relations,so at last the paper discusses the new mode of combining labor contract with psychological contract.
查看全文：	预览  下载(下载需要进行登录)