【摘要】：市場(chǎng)瞬息萬變，企業(yè)競(jìng)爭(zhēng)日趨激烈，在這樣一個(gè)充滿靈活性和不可預(yù)測(cè)性的環(huán)境中，，企業(yè)正在遭受著員工流失的災(zāi)難，員工的離職意愿不斷上升，離職率也顯著提高。人才流失會(huì)給企業(yè)很大的損失，不僅僅會(huì)降低企業(yè)的效率，如果人員流失過于頻繁，還會(huì)產(chǎn)生人心渙散，凝聚力降低等負(fù)面效應(yīng)。特別是對(duì)于中小企業(yè)來說，人員流失問題尤為突出，已經(jīng)成為中小企業(yè)發(fā)展道路上的一大阻礙。導(dǎo)致員工流失的原因有很多，心理契約違背是最根本的原因。心理契約的破壞和違背導(dǎo)致組織承諾降低會(huì)，員工對(duì)企業(yè)的忠誠(chéng)度就會(huì)降低。基于上述背景，本文以MY公司為例，從心理契約的角度出發(fā)研究MY公司的員工流失問題。 本文主要采用了問卷調(diào)查和訪談這兩種方法進(jìn)行信息的了解和數(shù)據(jù)的采集，本文分為六個(gè)部分，第一部分為緒論部分，主要介了本文研究是基于怎樣的背景，本文研究具有怎樣的理論意義和實(shí)際意義，本文研究使用了怎樣的研究方法以及具有怎樣的創(chuàng)新價(jià)值等等。第二章是本文的理論基礎(chǔ)部分，主要介紹了心理契約的相關(guān)理論以及心理契約與人員流失的相關(guān)性的研究現(xiàn)狀。第三章首先介紹了MY公司的相關(guān)背景，然后對(duì)該公司員工流失情況進(jìn)行了分析，通過問卷調(diào)查和典型案例分析了解這部分流失員工選擇離職的主要原因。第四章是從心理契約的角度對(duì)MY公司現(xiàn)任的職工進(jìn)行了一個(gè)心理心理契約履行情況和離職傾向的調(diào)查。通過這部分調(diào)查了解該公司對(duì)公司和自身心理契約履行的認(rèn)知程度以及了解哪些原因可能導(dǎo)致員工離職。第五章是針對(duì)第三章和第四章分析出來的導(dǎo)致MY公司員工離職的原因，基于心理契約的角度提出的控制人員流失，挽留核心人才的對(duì)策。 通過調(diào)查問卷和訪談結(jié)果發(fā)現(xiàn)心理契約的違背是導(dǎo)致MY公司員工離職的主要原因，鑒于此，本文提出了從源頭開始通過構(gòu)建良好的員工心理契約基礎(chǔ)，然后利用多種手段不斷為何員工的心理契約，然后對(duì)于心理契約違背要及時(shí)的補(bǔ)償，從防患于未然的角度去維護(hù)員工的心理契約，防止因?yàn)樾睦砥跫s違背導(dǎo)致員工流失。
[Abstract]:In such an environment of flexibility and unpredictability, the enterprise is suffering from the disaster of employee turnover, the turnover intention of employees is rising, and the turnover rate is also significantly increased as the market changes rapidly and the competition of enterprises becomes more and more fierce. In such an environment of flexibility and unpredictability, the enterprises are suffering from the disaster of employee turnover. Brain drain will give the enterprise a great loss, not only will reduce the efficiency of the enterprise, if the loss of personnel is too frequent, it will also produce the negative effects such as distracting people, reducing cohesion and so on. Especially for small and medium-sized enterprises, the problem of personnel drain is especially prominent, which has become a big obstacle to the development of small and medium-sized enterprises. There are many reasons for employee turnover, psychological contract violation is the most fundamental reason. The destruction and breach of psychological contract leads to the reduction of organizational commitment and the decrease of employee loyalty to the enterprise. Based on the above background, this paper takes MY Company as an example to study the employee turnover of MY Company from the point of view of psychological contract. This article mainly uses the questionnaire survey and the interview two kinds of methods to carry on the information understanding and the data collection, this article is divided into six parts, the first part is the introduction part, mainly introduced this article is based on what kind of background, What is the theoretical and practical significance of this study, what research methods are used and what innovative value is used in this paper, and so on. The second chapter is the theoretical basis of this paper, which mainly introduces the related theory of psychological contract and the relationship between psychological contract and staff drain. The third chapter first introduces the relevant background of MY, then analyzes the situation of employee turnover in the company. Through the questionnaire survey and typical case analysis, the main reasons why the lost employees choose to leave the job are found out. The fourth chapter makes an investigation on the performance of psychological contract and turnover intention of current employees of MY Company from the point of view of psychological contract. This part of the survey to understand the company and their psychological performance of the degree of understanding, and understand which causes may lead to employee turnover. The fifth chapter is the countermeasures to control the staff turnover and retain the core talents based on the psychological contract, which is analyzed in chapter three and chapter four. Through the results of questionnaire and interview, it is found that the violation of psychological contract is the main reason leading to the turnover of employees in MY Company. In view of this, this paper proposes to build a good foundation of employee psychological contract from the source through the construction of a good psychological contract foundation. Then use a variety of means to constantly why the psychological contract of employees, and then for the violation of psychological contract should be timely compensation, from the perspective of prevention in advance to maintain the psychological contract of employees, to prevent the loss of employees due to psychological contract violations.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F713.8;F272.92

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