摘要
企业和员工通过经济契约形成一种等价交换的交易关系,称之为对等承诺。而经济契约的特性,加之心理契约因素的影响,会使企业与员工在交易达成后的实际表现完全背离其原有的承诺从而影响组织绩效。本文从员工薪酬满意度调查结果分析入手,剖析劳动双方雇佣合同条款的限制性因素,提出了规范企业与员工的权利、义务,提高组织绩效的有效策略。
The relationship of equivalent exchange formed by the enterprise and employees through economic agreement is also called ＂equivalent commitment＂. The features of economic agreements, together with the influences of psychological agreement, will go against the commitments as in the agreements signed by the enterprise and the employee so that organizational performance is affected. Beginning with an analysis of the outcomes of the payment satisfaction of employees, this paper elaborates on the limitations of the clauses of the enterprise-employee contract, duties of the enterprise and employees as well as some effective strategies of promoting organizational performances.
出处
《新疆大学学报（哲学社会科学版）》
2006年第4期14-16,共3页
Journal of Xinjiang University(Philosophy and Social Sciences)
基金
新疆大学院校联合基金资助项目"新疆企业人力资源管理诊断及其实证分析"
关键词
雇佣合同
薪酬满意度
管理空白
契约策略
employment contract
payment satisfaction
management default
agreement strategy
