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论文编号：	9507
作者编号：	2120152616
上传时间：	2017/12/6 21:27:51
中文题目：	心理契约对知识型员工离职行为的影响及对策研究 --------以国有商业银行C银行H支行为例
英文题目：	Study on the Influence of Psychological Contract on Employee Turnover and Countermeasures -------- A Case Study of Bank H Branch of C State - owned Commercial Bank
指导老师：	袁庆宏
中文关键字：	知识型员工；国有商业银行；心理契约；离职行为
英文关键字：	Knowledge employee；The State-owned commercial banks；Psychological contract；Turnover behavior
中文摘要：	随着国家对外资银行、民营银行执照发放的增加，银行间的竞争呈现越发激烈的态势，国有商业银行凭借渠道优势，以增加网点建设数量为契机，对于员工需求一度呈现“求人若渴”的局面。金融市场化以来，国有商业银行面临着盈利能力下降、产品老化等问题，对于新入职员工的素质提出了更高的要求，转为“求贤若渴”。近几年，招聘对象均为本科以上学历的知识型员工。但是随着互联网金融的激烈竞争，很多知识型员工产生了离职行为，究其原因，除了追求更好的职业生涯发展、更有诱惑力的薪酬福利待遇、更适合自己的发展平台以外，员工与组织签订的经济契约与员工的心理契约出现破裂也是左右知识型员工离职的一个重要因素。因此，心理契约管理成为组织日益重视的的一个问题。 本文通过对心理契约理论进行梳理，发现影响知识型员工心理契约建设包含交易性、关系性、发展性三个维度，通过对国有商业银行C银行H支行自2012年至2016年五年间知识型员工的变动情况分析，梳理出导致知识型员工发生离职以及留职行为的因素。进而对有代表性员工进行访谈，深入剖析组织与员工间心理契约的作用原理，探究出组织对于员工心理契约建设的管理干预机制。 本论文在以上研究成果的基础上，提出了改进国有商业银行与知识型员工心理契约建设的管理建议，提出了构建包含科学合理的工资福利结构、内外部公平的薪酬体系，良好的工作环境以及全面报酬管理思想的交易性心理契约体系；构建包含认同的企业文化、融洽的情感氛围、高效的沟通机制的关系性心理契约体系；构建包含职业生涯管理指导、晋升通路扩大化的发展性心理契约体系，实现动态化、全程化的心理契约管理，促进员工对于组织的依赖感和忠诚度。
英文摘要：	Along with the increase in licensing foreign banks, private banks, showed a trend of increasingly fierce competition between banks, State-owned commercial banks with channel advantage, to increase the number of outlets construction as an opportunity, for the needs of the employees appeared to "urgent need of people" situation. Since the financial marketizaion, State-owned commercial banks faces a decline in profitability, aging of product.,they need the new recruits of the higher quality requirements. As a result, the new employee have Bachelor degree or above. With the intense competition of internet financial companies,many knowledge employee leave office. In addition to the pursuit of better career development, more attractive salaries and benefits, more appropriate development platform, the breakdown of economic contract and the psychological contract between employee and organazaion is an important factor. Therefore, the psychological contract management becomes more and more important. Based on the through review of the past reserach on psychological contract theory, the result revealed that the psychological contract consisted of economic motivation,contextual supportsand development opportunity. Through the analysis of the changes of knowledge workers in the bank H sub - branch of C state-owned commercial bank from 2012 to 2016, this paper try to find the factors that lead to the turnover and retention behavior of knowledge employees. Through interviews with representative employees, in-depth analysis of the role of the psychological contract between the organization and employees, explore the management intervention mechanism for the construction of employee psychological contract. On the basis of the above research results, this paper proposes the management suggestions of improving the psychological contract construction of state-owned commercial banks and knowledge employees, and proposes the transactional psychological contract system including the scientific and reasonable salary welfare structure, internal and external fair compensation system, good working environment and comprehensive compensation management thought. Construct the relational psychological contract system with the identity of the enterprise culture, harmonious emotional atmosphere, efficient communication mechanism.Construct the developmental psychological contract system including career management guidance and promotion path expansion, realize the dynamic and full psychological contract management, and promote the employee's dependence and loyalty to the organization.
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