本文選題：個性化契約 + 人才管理　； 參考：《技術(shù)經(jīng)濟與管理研究》2015年01期

【摘要】：隨著社會的發(fā)展,人才日漸成為組織核心競爭力的重要來源。如何對人才進行有效的管理,也逐漸成為眾多組織面臨的難題。Rousseau于2001年提出了個性化契約的概念,并認為其可用作管理人才資源的一種手段。后來,學(xué)者們又對個性化契約的相關(guān)問題進行了一系列探討。文章從個性化契約的概念及特征、內(nèi)容及測量、前因與結(jié)果等角度對個性化契約的相關(guān)研究文獻進行了綜述,理清了個性化契約的概念特征、內(nèi)容結(jié)構(gòu)、影響因素及其對員工行為和績效的影響,并指出了其在管理實踐,尤其是在人力資源實踐中的應(yīng)用體現(xiàn)及發(fā)展展望。對這一問題的綜述分析,有助于進一步認識和理解個性化契約,明確其發(fā)展方向,為組織推進更有效的人才管理措施提供幫助。
[Abstract]:With the development of society, talents are becoming an important source of core competence. How to manage talents effectively has gradually become a difficult problem faced by many organizations. Rousseau put forward the concept of individualized contract in 2001 and considered that it can be used as a means to manage human resources. Later, scholars have carried on a series of discussion to the relevant question of individualized contract. In this paper, the concept and characteristics, content and measurement, antecedents and results of personalized contract are summarized, and the conceptual features and content structure of personalized contract are clarified. The influencing factors and their influence on employee behavior and performance are pointed out, and its application in management practice, especially in human resource practice, and its development prospect are pointed out. The summary and analysis of this problem will help to further understand and understand the individualized contract, clarify its development direction, and provide help for the organization to promote more effective talent management measures.
【作者單位】： 鄭州大學(xué)商學(xué)院;
【基金】：NSFC-河南人才培養(yǎng)聯(lián)合基金項目(U1404704)
【分類號】：F272.92
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本文編號：1903806