基于心理契约角度人才流失问题研究

目录

中文摘要（关键词） (1)

英文摘要（关键词） (1)

前言 (2)

一、心理契约视阈下人才流失的概述 (3)

（一）心理契约的含义 (3)

（二）企业人才流失的含义 (3)

（三）心理契约对企业人才流失的影响 (4)

1.物质激励维度对人才流失的影响 (4)

2.环境支持维度对人才流失的影响 (4)

3.发展机会维度对人才流失的影响 (5)

二、基于心理契约视阈下千度品牌公司人才流失的问题分析 (5)

（一）千度品牌公司简介 (5)

（二）千度品牌人才流失现状 (5)

（三）基于心理契约对千度品牌公司人才流失的问题分析 (6)

1.硬件环境舒适性不高 (6)

2.薪酬福利待遇不够好 (7)

3.人际关系比较复杂 (7)

4.工作压力比较大 (8)

5.员工发展前途不够光明 (9)

三、基于心理契约的千度品牌公司人才流失控制对策 (9)

（一）打造舒适的硬件环境 (9)

（二）提高员工的薪酬福利待遇 (10)

（三）营造和谐的人际环境 (11)

（四）适度降低员工的工作压力 (11)

（五）完善职业生涯发展计划 (11)

1.注重员工培训工作 (12)

2.加强职业计划制定 (12)

结论 (13)

参考文献 (14)

致谢 (15)

心理契约视阈下北京千度品牌管理有限公司人才流失

问题研究

摘要：随着社会主义市场经济的发展，民营企业克服了基础薄弱和先天不足等等劣势，已成为我国经济最具活力的增长点，是经济发展中最具活跃、最有优势的经济组成部分。客观地说,民营企业的发展正从初期阶段向中期发展阶段转变,向着更科学、更合理的方向发展。中国民营企业的快速增长，促进了经济的发展，向社会提供了就业岗位，随着市场经济的完善，民营企业平等参与市场竞争的机制也日渐完善。但是，随着竞争的加剧，民营企业的发展还存在着公司管理模式落后、用人机制不完善等问题，特别是在企业人力资源管理方面，还没有形成一套真正适合我国民营企业发展的科学合理的管理系统，导致民营企业中人才流失的情况比较严重，制约了企业的发展壮大和可持续发展。本文基于心理契约视角下对千度品牌公司人才流失存在的问题及原因分析，提出相应的改进措施，希望能够使千度品牌公司人才流失问题得到有效控制。

关键词：心理契约；薪酬福利；员工流失

Abstract: since the reform and opening up, with the development of socialist market economy, private enterprises to overcome the weak foundation and congenitally deficient and so on disadvantage, has become China's most dynamic economic growth, economic development is the most active, the most advantageous part of the economy. Objectively speaking, the development of private enterprises is changing from the initial stage to the medium-term development stage, towards a more scientific and more reasonable direction. The rapid growth of private enterprises in China has promoted the development of economy and provided jobs to the society. With the improvement of market economy, the mechanism of equal participation in market competition of private enterprises is becoming more and more perfect. However, with the deepening of market competition, the development of private enterprises still exist, backward management mode and mechanism is not perfect wait for a problem, especially in the enterprise human resources management, but also did not form a really suitable for the development of China's private

enterprises scientific and rational management system, leading to brain drain in the private enterprises more serious, restricting the development of enterprises and sustainable development. Based on the psychological contract of thousands of Brand Company brain drain problems and causes analysis, put forward the corresponding improvement measures, hoping to make thousands of Brand Company brain drain problem is effectively controlled.

Key words: psychological contract; compensation and benefits; employee turnover