| 组织中新员工的心理契约管理 |
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| 引用本文： | 曾坤生,许方亮.组织中新员工的心理契约管理[J].武陵学刊,2008(3):26-28. |
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| 作者姓名： | 曾坤生 许方亮 |
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| 作者单位： | 广东外语外贸大学国际工商管理学院,广东广州510545 |
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| 基金项目： | 本文为广东外语外贸大学科研创新团队项目“组织员工的心理契约管理”（GW2006-TA-009）的部分研究成果. |
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| 摘 要： | 心理契约是员工和组织对相互责任的理解和信念，良好的心理契约能有效保持员工与组织的雇用关系。从心理契约的定义、功能和形成过程来看，心理契约在新员工管理中具有重要意义。在企业人力资源管理中，应该尽可能通过采用包括人员招聘、真实工作预演、组织社会化等方法做好组织中新员工的心理契约管理。
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| 关 键 词： | 心理契约 新员工 社会化 |
Psychological Contract Management of Newcomers in Organization |
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| Institution: | ZENG Kun - sheng, XU Fang - liang (College of International Business Management, Gu,arrgdong University of Foreign Studies, Guangzhou, 51545, China) |
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| Abstract: | Psychological contract are beliefs regarding reciprocal obligations between individual and organization. Employment relationship can be effectively maintained under good psychological contract. The paper reviews the definition, function and formation process of psychological contract and holds that it plays an important role in management of newcomers. In the management of enterprise＇ s human resources, HR managing personnel should take such methods as recruitment, RJP, and organizational socialization to manage well psychological contract in newcomers. |
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| Keywords: | psychological contract newcomer socialization |
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