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基于心理契约的爱立信知识型员工激励机制的研究☆

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摘   要
知识经济时代,知识已成为生产力、竞争力和企业发展的关键。作为知识载体的知识型员工日益受到企业的重视,因为企业之间的竞争,知识的创造、利用和增值,其他各种生产要素的合理配置,都要靠知识型员工来完成。然而知识型员工能为企业创造多大的价值并不完全取决于其所拥有的能力,他们的价值更多取决于其个人愿意努力的程度。所以研究如何建立有效的激励机制使知识型员工自愿奉献其知识和技能,努力与组织共同发展是十分重要的。
组织可以用物质手段得到员工的时间,可以得到员工的劳动,但不能得到员工对工作的热情,更无法完全通过物质手段保证员工不会在岗离责,人在离心。本文正是要在充分分析知识型员工心理需求的基础上,建立基于心理契约的激励机制来解决这一问题。论文概述了心理契约理论的内容,现代员工心理契约的特点,以及心理契约在我国的研究现状.分析了企业知识型员工的需求和当代企业知识型员工的激励机制.同时对爱立信公司的激励现状和不足进行了分析.从心理契约的交易维度/关系维度/发展维度三方面出发对该公司基于心理契约的知识型员工激励机制提出了一些建议和相应激励策略。

关键词: 心理契约/知识型员工/激励机制

Research on the Ericsson of Knowledge Worker
Basing on Psychological Contract
Abstract
In the time of knowledge economy,the knowledge has been a key drive of the productive forces,the competitive power as well as economic growth.The successful enterprises has been placed a premium on knowledge workers as a knowledge carrier.As the competition  among enterprises,knowledge creation,use and value-added,and rational allocation of production factors,it will have to rely on knowledge employees.While the value of knowledge workers does not totally lie on their knowledge and competency,to some extent,it depends on their efforts.So it is necessary to establish a mechanism of competition for the knowledge workers offered their knowledge and skill voluntarily in order to realize the collective goal..
Organizations can use material means of employee time, can get the employee, but cannot get employees work enthusiasm, cannot completely by physical means that on-the-job employees from responsibility, not in centrifugal. This is in full analysis of the knowledge-type employees based on psychological needs, based on the psychological contract of incentive mechanism to solve this problem. This paper summarizes the psychological contract theory, the content of modern employees of the psychological contract, and the psychological contract in our country are analyzed. The research status of enterprise knowledge-based employees needs and contemporary enterprise knowledge-based staff incentive mechanism of Ericsson. Also the incentive status and analyzed from the psychological contract deal. Dimensions/relations dimensions/development of the three dimensions of the company is based on the psychological contract knowledge-based employees incentive mechanism, some Suggestions were put forward and the corresponding tactics.

KEY WORDS  Psychological Contract,Knowledge Workers,Incentive Mechanism

目    录       14000字
中文摘要                                                                  Ⅰ
英文摘要                                                                  Ⅱ
1 心理契约的认知研究及其发展    1
1.1心理契约的概念............1
1.2心理契约的内容及特点.............1
1.2.1心理契约的内容...........1
1.2.2心理契约的特点................2
1.3现代企业员工心理契约的特点............2
1.4心理契约在国内的研究现状..............3
2 基于心理契约的知识型员工激励机制的研究    4
2.1知识型员工的概念及需求分析.......4
2.1.1知识型员工的概念    4
2.1.2知识型员工的需求分析    4
2.2心理契约在知识型员工激励中的作用.........5
3 爱立信的知识型员工激励机制现状    6
3.1爱立信公司概况...............6
3.2爱立信人力资源管理策略...........6
3.2.1爱立信公司的价值观念    6
3.2.2 爱立信的网络式人力资源管理组织    6
3.2.3 爱立信管理者的力量    6
3.2.4爱立信的绩效评价系统    7
3.2.5给员工创造持续发展的空间............7
3.3心理契约在爱立信知识型员工激励机制中的应用.........7
4.心理契约视角下爱立信知识型员工激励机制的不足.......8
4.1爱立信中国区域薪酬激励政策存在的问题 .........8
4.2培训和发展激励存在的问题...........9
4.3母子公司人力资源部门职能定位存在的问题.......9
4.4其他方面的激励问题..................10
5.基于心理契约的爱立信知识型员工激励机制的研究.......10
5.1基于交易维度的心理契约的激励方案............11
5.1.1建立科学、合理、公平且具有激励作用的薪酬体系.....11
5.1.2明确岗位职责,实施客观公正的绩效考评.....13
5.2基于关系维度的心理契约激励方案..........13
5.2.1建立通畅、开放的沟通机制............13
5.2.2建设以人为本的组织文化,凝聚组织力量.......14
5.3基于发展维度心理契约的激励方案........14
致谢                                                     16
参考文献                                                 17

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