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本文通过对组织支持理论和心理契约理论的综述,发现组织支持与心理契约有一定的相关关系,组织对于员工的关心和重视才是导致员工愿意留在组织内部、并为组织做出贡献的重要原因。企业可以通过加强组织支持来强化组织成员的组织支持感知,从而强化员工对组织的心理契约,并且心理契约是企业进行员工激励的切入点,可以通过建立以人为本的企业理念和权变的管理来实现基于心理契约的员工激励。
This article summarizes the organizational support theory and psychological contract theory, and finds that there is a certain correlation between organizational support and psychological contract. The organization’s concern and attention to employees is the key to employees’ willingness to stay inside the organization and contribute to the organization. the reason. Enterprises can strengthen the organizational support perception of organizational members by strengthening organizational support, thereby strengthening the employee’s psychological contract with the organization. Psychological contract is the entry point for employees to inspire employees. It can be achieved by establishing a people-oriented corporate philosophy and management of contingency. Employee incentives for psychological contracts.