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心理契约重构可以从企业以及个体成员的不同视角分为两种模式。在引导企业员工进行心理契约重构的方法中,对契约中承诺内容的再设计对个体行为的影响最为直接和显著,其最为深刻的变化在于以“保障就业能力”的承诺取代传统的“保障就业”的承诺。
Reconstruction of psychological contract can be divided into two modes from different perspectives of enterprises and individual members. The most direct and significant impact of redesigning the promised content of the contract on individual behavior in guiding the refactoring of employees' psychological contract is that the most profound change is to replace the traditional one with the promise of “securing employability ” “Guarantee employment ” commitment.