本文選題：核心員工 + 心理契約��； 參考：《安徽財(cái)經(jīng)大學(xué)》2014年碩士論文

【摘要】：企業(yè)中,核心員工往往占據(jù)著十分重要的地位,企業(yè)間曾經(jīng)流傳著著名的“二八定律”。然而,由于存在著諸多的主觀、客觀上的原因,核心員工也會與企業(yè)發(fā)生離職現(xiàn)象。毫無疑問,核心員工的“跳槽”現(xiàn)象對企業(yè)的損失造成的影響是巨大的。因?yàn)?核心員工在企業(yè)的經(jīng)濟(jì)利益生產(chǎn)中通常占據(jù)著頂梁柱的作用。同時,他們也掌握著企業(yè)的商業(yè)機(jī)密與穩(wěn)定的客戶群體。他們的離職,顯然對于企業(yè)的消極影響是不容忽視的。本文正是基于此現(xiàn)象,從核心員工與企業(yè)之間的心理契約關(guān)系的破裂,來對離職行為所造成的影響進(jìn)行的相關(guān)激勵研究。 本論文首先回顧了國內(nèi)外相關(guān)的文獻(xiàn)內(nèi)容,同時也展開了理論模型的建構(gòu)。其次,本論文以英派斯企業(yè)作為分析的案例,闡述了案例的選擇理由、資料收集的過程、數(shù)據(jù)編碼和信息處理的過程以及信度與效度。再次,對選擇的英派斯企業(yè)案例進(jìn)行分析。主要從關(guān)系型的心理契約以及交易型的心理契約兩個角度,對由于核心員工與企業(yè)之間的心理契約關(guān)系的破裂而發(fā)生的離職行為及其造成的影響進(jìn)行了深入的分析。最后,對研究的內(nèi)容進(jìn)行總結(jié),得出相關(guān)的實(shí)踐啟示,分析研究中存在的不足之處以及提出未來研究的方向。
[Abstract]:In enterprises, core staff often occupy a very important position. However, due to many subjective and objective reasons, the core staff will also leave the company. There is no doubt that the core staff's "job-hopping" phenomenon on the loss of enterprises is huge. Because, the core staff in the enterprise's economic benefit production usually occupies the beam-beam column's function. At the same time, they also control the business secrets and stable customer groups. Their departure, obviously the negative impact on the enterprise is not to be ignored. This paper is based on this phenomenon, from the breakdown of the psychological contract relationship between the core staff and the enterprise, to the impact of turnover behavior to carry out a related incentive study. This paper first reviews the relevant literature at home and abroad, at the same time, the construction of theoretical model is carried out. Secondly, this paper takes the enterprise of Inpex as an analysis case, expounds the reason of case selection, the process of data collection, the process of data coding and information processing, and the reliability and validity. Thirdly, the paper analyzes the selected enterprise case of Inpaise. From the perspective of relational psychological contract and transactional psychological contract, this paper makes a deep analysis of the turnover behavior and its influence caused by the breakdown of the psychological contract relationship between the core staff and the enterprise. Finally, the contents of the research are summarized, the relevant practical enlightenment is obtained, the deficiencies in the research are analyzed, and the future research direction is proposed.
【學(xué)位授予單位】：安徽財(cái)經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.4;F272.92

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本文編號：2050303