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基于心理契约理论,从员工与组织的双重视角,围绕其对雇佣合同的感知,探究了个性化交易出现的原因及其形成背后的心理过程。探索性地将心理契约划分为责任认定和责任履行,提出了员工和组织的四种心理契约比较差异以及心理契约与个性化交易间的多个命题,揭示了心理契约如何影响个性化交易的形成,指出个性化交易可弥补或重新建立组织和员工的心理契约,因而组织需要重视并有效管理个性化交易。
Based on the psychological contract theory, from the dual perspective of employees and organizations, around the perception of employment contracts, this paper explores the reasons for the emergence of personalized transactions and the psychological process behind the formation of personalized transactions. Exploring the psychological contract is divided into the responsibility to identify and fulfill the responsibility, the staff and organizations put forward four psychological contract differences and psychological contract and the number of individual transactions between the proposition, revealing how the psychological contract the formation of personalized transactions , Pointed out that personalized transactions can make up or re-establish the psychological contract of the organization and employees, so the organization needs to pay attention to and effectively manage personalized transactions.