员工心理契约 - 东北财经大学工商管理学院.doc

学校编码：10173 分类号 密级 学 号：220081233 UDC 硕 士 学 位 论 文 员工心理契约、工作满意度与离职 意愿关系研究 ——以A银行大连分行为例 A Study on the Relationship among Psychological Contract, Job satisfaction and Turnover intention ——Take Bank A Dalian Branch for example 高丹竹 指导教师姓名： 金延平 副教授 一级学科名称： 管理学 二级学科名称： 人力资源管理 论文答辩时间： 2010年12月4日 摘 要 “人”的问题向来都是企业最关心的问题之一，随着人才竞争的日益加剧，如何留住千方百计寻找到的人才业已成为人力资源管理工作者急需解决的问题。在解决这一问题时，企业管理者很容易想到要通过提高员工的工作满意来降低离职率，但是如何才能建立并保持这种心理平衡却是一项难题。随着心理契约的概念于1960年代初被引入管理领域，渐渐地引起了国内外学者的广泛关注，人们逐渐认识到，在正式的经济契约之外，员工与组织二者之间仍旧存在着一种隐含的、非正式的“心理契约”，二者共同调节着员工与企业的关系。 本文以A银行大连分行为研究样本，通过发放问卷对该银行员工进行调查，之后利用SPSS17.0等统计分析工具对调查得到的数据进行分析和检验，意在研究心理契约、工作满意度和离职意愿之间的关系，以期在心理契约的层面探究员工满意度及离职意愿，进而为企业的人力资源管理工作提供新的指导思路。 本文分为个部分ABSTRACT The problem of “talented person” has always been what enterprises most concern. As competition intensifies, how to keep talented people stay has been the problem for human resource administrators to grip with. In solving this problem, it is normal to reduce turnover rate by improving staff’s job satisfaction, while it is a difficult problem to build and to keep this psychological balance. The concept of Psychological Contract was introduced into management domain in the early 1960s, and it gradually caused worldwide concern; domestic and foreign scholars have realized that an implied informal “psychological contract” exists between employees and organizations, except for formal economic contract contents, and both of them regulate the relationship between staff and enterprises. This thesis takes Bank A Dalian Branch as the research sample, and makes a research on staff in this bank with self-designed questionnaires. The thesis analyzes and tests the research data with statistical analysis tool SPSS17.0, in order to study on the relationship among psychological contract, job satisfaction and turnover intention, hoping to find ways to improve staff’s job satisfaction and to reduce staff’s turnover intention fro