本文選題：新生代員工 + 心理契約　；參考：《青島科技大學(xué)》2017年碩士論文

【摘要】：伴隨著時(shí)代的發(fā)展,以“80后、90后”為年齡特征的新生代員工在企業(yè)發(fā)展過程中逐漸擔(dān)任中堅(jiān)力量,開始步入社會(huì)舞臺(tái)的中央,而對(duì)新生代員工的研究顯得愈發(fā)重要。企業(yè)中心理契約是影響員工績效的重要因素,心理契約的強(qiáng)弱會(huì)對(duì)員工的公民行為產(chǎn)生重要的影響,從而影響員工績效。本研究界定了新生代員工的內(nèi)涵,歸納了新生代員工的時(shí)代特點(diǎn)。通過對(duì)已有的關(guān)于心理契約研究文獻(xiàn)的梳理,概括提出適合當(dāng)代新生代員工心理契約的構(gòu)成要素,從組織責(zé)任和員工責(zé)任兩個(gè)方面,再通過訪談法和德爾菲法對(duì)提出的條目進(jìn)行增減性修改,最后得出適合當(dāng)今社會(huì)大環(huán)境下的新生代員工心理契約的調(diào)查問卷。關(guān)于員工績效的問卷國內(nèi)外已形成比較成熟的問卷,因此本文主要采取文獻(xiàn)研究法確定員工績效的構(gòu)成要素:任務(wù)績效、周邊績效和創(chuàng)新績效。本文運(yùn)用調(diào)查問卷法,以新生代員工為調(diào)查對(duì)象運(yùn)用SPSS21.0軟件對(duì)數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析,通過對(duì)新生代員工心理契約整體與員工績效整體、心理契約各維度與員工績效各維度之間相關(guān)分析及回歸分析,得出以下結(jié)論:心理契約整體與員工績效整體之間顯著正相關(guān),員工績效對(duì)員工績效具有正向的積極作用;新生代員工心理契約整體與員工績效各維度之間均存在顯著正相關(guān),新生代員工心理契約與任務(wù)績效、周邊績效和創(chuàng)新績效均具有正向的積極作用;組織責(zé)任的交易型、關(guān)系型以及員工責(zé)任的發(fā)展型和交易型維度對(duì)任務(wù)績效具有顯著的正向預(yù)測(cè)作用;組織責(zé)任的交易型、關(guān)系型維度以及員工責(zé)任的關(guān)系型、交易型維度對(duì)周邊績效具有正向的積極作用;組織責(zé)任的交易型、發(fā)展型以及員工責(zé)任的發(fā)展型維度對(duì)創(chuàng)新績效具有正向的積極作用。通過探究新生代員工的心理契約對(duì)員工績效的影響,可以得出加強(qiáng)對(duì)心理契約的管理能夠提高員工績效,最后提出合理的建議。
[Abstract]:With the development of the times, the new generation of employees with the characteristics of "post-80s, post-90s" are gradually acting as the backbone in the process of enterprise development, starting to enter the center of the social stage, and the study of the new generation of employees becomes more and more important.Psychological contract is an important factor to affect employee performance. The strength of psychological contract will have an important impact on the civil behavior of employees, thus affecting employee performance.This study defines the connotation of the new generation of employees and sums up the characteristics of the new generation of employees.By combing the existing research literature on psychological contract, this paper summarizes the elements of psychological contract suitable for the new generation of employees, from two aspects of organizational responsibility and employee responsibility.Through the interview method and Delphi method, the proposed items are modified, and finally a questionnaire for the psychological contract of the new generation of employees under the current social environment is obtained.The questionnaire on employee performance has formed a mature questionnaire at home and abroad, so this paper mainly adopts the literature research method to determine the constituent elements of employee performance: task performance, peripheral performance and innovation performance.In this paper, the new generation of employees as a survey object, using SPSS21.0 software to carry on statistical analysis of the data, through the new generation of employees psychological contract and employee performance as a whole,Based on the correlation analysis and regression analysis between each dimension of psychological contract and employee performance, the following conclusions are drawn: psychological contract as a whole has positive correlation with employee performance, and employee performance has positive effect on employee performance;There is significant positive correlation between the psychological contract of the new generation employees and each dimension of employee performance. The psychological contract and task performance, peripheral performance and innovation performance of the new generation employees have positive positive effects; the transactional type of organizational responsibility.The developmental and transactional dimensions of relationship and employee responsibility have significant positive predictive effects on task performance;The transactional dimension has a positive effect on the peripheral performance, while the organizational responsibility transactional dimension, the developmental dimension and the employee responsibility dimension have a positive effect on the innovation performance.By exploring the influence of the psychological contract of the new generation of employees on the employee performance, we can conclude that strengthening the management of the psychological contract can improve the performance of the staff, and finally put forward some reasonable suggestions.
【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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