3) psychological contract
心理契约
1.
Analysis on the status and measures of staff psychological contract;
员工群体心理契约现状分析及相关策略研究
2.
Probe into correlations between psychological contract theory and nursing human resource management;
心理契约理论与护理人力资源管理相关性探讨
3.
Demonstration research on the relationship between psychological contract and employee satisfaction;
心理契约与员工满意度关系的实证研究
4) Psychological contracts
心理契约
1.
The construction of good psychological contracts in human resource management;
论人力资源管理中良好心理契约的构建
2.
An Empirical Study on the Construct Dimensions of Managers Psychological Contracts in China;
经理人心理契约结构维度实证研究
3.
Psychological contracts exists between employee and organization,which is understanding and expectation for each others responsibilities and obligations.
心理契约是员工与组织之间的一种隐含的、未公开说明的对相互义务和责任的理解和期望。
5) psychology contract
心理契约
1.
Develop psychology contract of personnel with hospital management;
浅谈医院管理中员工心理契约的构建
2.
The essence of psychology contract is modern organization and its members expectation of bodiless psychology.
心理契约的本质是现代组织及其成员对无形的心理内容的一系列期望。
3.
Based on the significance of organizational and personal psychology,the psychology contract is introduced into public administration in China.
本文将心理契约理论与方法引入到我国公共管理领域,阐述研究了政府与公务员之间心理契约的必要性和实施心理契约管理的可能性。
6) psychological agreement
心理契约
1.
Life-long employment system as a “relation type psychological agreement" is the core of Japan s traditional manpower resource management system, which has a profound influence on the shaping of Japan s enterprises competition.
终身雇佣制这种"关系型心理契约"是日本传统的人力资源管理系统的核心,对日本企业竞争力的形成具有深远影响。
2.
The article is from the current situation of the psychological agreement in student\'s management of institution of higher learning,probe into the problem and challenge faced in administrative institute of the university at present,put forward and build student\'s suggestion of managing psychological agreement rationally pointedly.
文章从心理契约在高校学生管理工作中的现状,探讨目前高校管理所面临的问题和挑战,有针对性地提出合理建构高校学生管理心理契约的建议。
补充资料：心理契约
心理契约
mental agreements
心理契约(mental agreements)美国管理心理学家薛恩(schdn，E.H.)的名著《组织心理学》中的重要概念，指组织与其成员的相互作用和影响，往往是以建立和反复重新建立一种契约的形式表现出来的。成员对组织的热情、责任感和忠诚，以及是否能从自己的工作中获得满足，很大程度上取决于下列条件:(1)职工自感欠了组织什么及能提供何种贡献的期望，和组织能给职工什么期望。这两种期望相匹配的程度如何。(2)双方实际上交换的东西的性质:是用钱来交换工作时间，还是用社交与安全需要的满足来交换勤奋与忠心，或者用自我实现的机会和挑战性任务来交换优质高产及创造性等等各种各样的组合。心理契约总是不断改变的，贯穿于个人在组织中的整个职业生涯，既反映组织的变化与发展，也反映成员不断的组织社会化过程。因此，这是组织心理学的核心概念之一。 (张交撰孙俊山审)
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条