摘 要
本文综述了心理契约的相关理论及其对企业核心员工流失的深刻影响与应对策略。首先，定义了心理契约作为员工与企业间隐性的、非正式的相互期望与承诺，并探讨了其多维度划分的理论框架。随后，详细阐述了心理契约在企业中的具体表现，包括企业与员工之间的隐性期望、其动态性与不平衡性等特点。文章进一步分析了核心员工流失对企业造成的多方面负面影响，包括破坏企业声誉、影响正常运营、破坏内部稳定性以及阻碍企业发展战略的实施。从心理契约视角出发，深入剖析了核心员工流失的根源，指出个人因素如职业发展规划不匹配、市场薪酬差异，以及心理契约违背、职业发展受限和工作环境与企业文化不匹配等是导致流失的重要原因。为有效应对这一问题，本文提出了多项策略建议：企业应帮助员工明确职业目标和价值观，通过自我认知与评估实现个人与组织的双赢；同时，需紧跟市场薪酬水平，确保薪酬福利的竞争力；构建诚信履约的组织文化，强化双方的责任与信任；提供丰富的职业发展机会，激发员工的内在动力；并塑造积极的企业文化，营造和谐的工作氛围，从而留住并吸引更多核心人才，为企业的持续发展奠定坚实基础。
关键词：心理契约；核心员工；员工流失
Abstract
This article reviews the relevant theories of psychological contracts and their profound impact on the turnover of core employees in enterprises, as well as corresponding strategies. Firstly, the psychological contract is defined as an implicit and informal mutual expectation and commitment between employees and the enterprise, and the theoretical fr amework for its multidimensional division is explored. Subsequently, the specific manifestations of psychological contracts in enterprises were elaborated, including the implicit expectations between enterprises and employees, their dynamism and imbalance, and other characteristics. The article further analyzes the various negative impacts of core employee turnover on enterprises, including damaging corporate reputation, affecting normal operations, disrupting internal stability, and hindering the implementation of corporate development strategies. Starting from the perspective of psychological contract, this paper deeply analyzes the root causes of core employee turnover, pointing out that personal factors such as mismatched career development plans, market salary differences, as well as psychological contract violations, limited career development, and mismatch between work environment and corporate culture are the key reasons for employee turnover. To effectively address this issue, this article proposes multiple strategic recommendations: companies should help employees clarify their career goals and values, and achieve a win-win situation for both individuals and organizations through self-awareness and evaluation; At the same time, it is necessary to closely follow the market salary level to ensure the competitiveness of salary and benefits; Building an organizational culture of integrity and performance, strengthening the responsibilities and trust of both parties; Provide abundant career development opportunities and stimulate employees' intrinsic motivation; And shape a positive corporate culture, create a harmonious working atmosphere, thereby retaining and attracting more core talents, laying a solid foundation for the sustainable development of the enterprise.
Keywords: Psychological contract; Core employees; Employee turnover
目录
摘 要 I
Abstract II
第1章 绪论 1
1.1 研究背景及意义 1
1.2 研究目的及内容 1
1.3 国内外研究现状 2
第2章 心理契约相关概述 3
2.1 心理契约的定义 3
2.2 心理契约的维度划分 3
2.3 心理契约在企业中的表现 4
2.3.1 企业与员工之间的隐性期望 4
2.3.2 动态性与不平衡性 4
第3章 核心员工流失对企业造成的影响 5
3.1 破坏企业声誉 5
3.2 影响企业正常运营 5
3.3 破坏企业内部稳定性 5
3.4 影响企业发展战略 6
第4章 心理契约视角下核心员工流失的原因分析 7
4.1 个人因素与外部机会 7
4.1.1 个人职业发展规划 7
4.1.2 市场薪酬差 7
4.2 心理契约违背 8
4.3 职业发展受限 8
4.4 工作环境与企业文化不匹配 9
第5章 心理契约视角下的核心员工流失应对策略 10
5.1 明确职业目标和价值观 10
5.1.1 自我认知与评估 10
5.1.2 调研市场薪资水平 10
5.2 构建诚信履约的组织文化 11
5.3 提供职业发展机会 11
5.4 塑造积极的企业文化 12
结 论 13
参考文献 14
