摘 要:随着经济时代的到来，企业管理的核心力量逐渐被知识型员工所取代。但是，知识型员个性化高，自主性强，流动性大，并且企业培训制度不健全，缺乏规范合理的绩效考核体系等原因，给企业管理人员对知识型员工激励带来了重大的挑战，因此，只有充分了解认识知识型员工，才能正确地引导激励他们，才会使他们在企业中顺利开展工作。引入心理契约，了解企业与员工之间的相互的心里期望，从而改进员工的工作行为、工作态度、工作绩效等，对从心理上培养员工的忠诚度和提高员工的自身价值，有着非凡的意义。38285
毕业论文关键词：知识型员工；心理契约；激励措施
The Research on the Motivation of Knowledge Workers Based on the Psychological Contract
Abstract:In knowledge times, knowledge workers become the core of the management of an organization. The team “ knowledge worker” is somewhat having high level pursuit and inpidual demand, difficult in being measured of their knowledge work, strong liquidity and high independence in work.In addition,some enterprises lack of effective training institution and reasonable work measurement system and so on. Due to both of the two reasons, it becomes a big challenge to enterprise managers do the motivating jobs to their knowledge workers. Therefore, only to know more about knowledge workers, managers can find a right way to lead them and enable them to work smoothly in the enterprise. Psychological contract is a mutual and implicit expectation between employers and employees which influences the employees action, attitude and performance. The core of psychological contract focuses on employees interest, career, and selves-development which the employees care the most. In a word, using psychological contract in managing knowledge workers has significant meaning to both of cultivating employees loyalty and helping employees to achieve their self-value.
Key words:The knowledge staff； Psychological contract；Incentive measures
目 录
摘 要 1
ABSTRACT 1
一、基心理契约知识型员工理论相关概述 2
(一）心理契约的概念及特点 2
（二）知识型员工的概念特点 3
(三)心理契从约与激励员工的关系 3
二 、基于心理契约的知识型员工激励问题的国内外研究动 4
（一）国外的研究动态 4
（二）国内的研究动态 4
三、心理契约下知识型员工激励存在的问题及原因分析 5
（一）心理契约下知识型员工激励存在的问题 5
（二）心理契约知识型员工激励问题的原因分析 7
四、基于心理契约的知识型员工激励问题的相关对策 8
（一）物质激励与精神激励相结合 8
（二）注重内部与外部培训 9
（三）关注知识型员工成长和职业生涯发展 9
（四）充分授权，委以重任，并给予适当的产权 10
参考文献 12
致谢 13
基于心理契约的知识型员工激励问题研究
前言
随着知识经济时代的带来，科学技术和信息产业发展日新月异，国际化竞争日益激励，给企业带来了前所未有的巨大机遇与挑战，企业之间的竞争已经慢慢演变成了知识型人才的竞争，人力资本越来越被企业所重视，知识型员工在全球化的浪潮中，逐渐成为竞争高低的决定性力量，然而，知识型员工的流动性强、自主性高和个性化明显的特征，使企业对知识型激励仍存在诸多困难。心理契约是企业与员工双方面的心理内隐的协议，虽然没有形成明文规定的书面契约，却决定着员工的行为和工作绩效，所以，进行心理契约的研究有助于构建有效的激励机制，改善和协调员工的工作态度和工作方式，实现企业效益与个人成长的统一。因此，从一定程度上说心理契约就是加强企业与员工心理之间协议的共鸣，心理契约随企业情况的不断变化也发跟随着不断变化，从心理契约角度建立有效的激励体系，能更好地促进员工积极地履行组织的承诺，实现企业与员工双方的心理期望。 心理契约的知识型员工激励问题研究:http://www.751com.cn/guanli/lunwen_37235.html