1、本科毕业论文外文翻译译文标题管理心理契约对雇主的选择你喜欢薯条吗资料来源应用社会心理学杂志作者DRWAYNEODONOHUE摘要在澳大利亚，在西方世界的其他地方一样，组织努力端正自己作为“最佳雇主”的位置。在市场营销方面的说法，除了设置一个组织建设在劳工市场紧张而其竞争对手，成为平机会涉及独特的“品牌标识”和“价值主张”。换句话说，了解怎样的心理契约作为一个有吸引力的“价值主张”的构造，是一个成功的雇主品牌的前提。近日，在感知理论的局限性和实际执行情况心理契约有关的问题，一直存在着扩大的呼叫观点用来告知其构思和管理。对此，本文探讨营销的概念和理论的应用程序的心理契约，突出不同的方式在员工和组织
2、的感知价值的好处与雇佣关系相关的成本。这表明，使用日常营销语言和概念，如“价值”和“价格”的概念提供了潜在扩大管理人员的理解的心理契约，并在创建它的作用和维持可行的平等机会委员会地位。关键词人力资源管理，人力资源管理与组织性能，战略人力资源管理。引言在澳大利亚，正如西方世界的其他地方一样，全球化的竞争等因素，“紧缩”的技术，熟练的劳动力市场，技术的进步，知识经济的增长，以及每一代表所代表的战略挑战在工作场所的灵活性和专业知识的需要，企业不得不作出回应AGHAZADEH1999BARNETTHARRISONHILTROP2006ROWLEYSPARROW2007。而在过去20年，由此产生的追求提
3、高响应能力，生产力，灵活性和创新能力的定义“战略人力资源管理（SHRM）的运动，已经出现紧迫BEERETAL1985FORMANKLINGNER1993SHEEHAN,2005VOGEL2006WRIGHTBECKERCHEWFUSCO2003GREENINGHERMANSHAHMACKES2005。组织也努力建立一个EOC职务的使用带来的雇主品牌战略”的营销理念和原则借特定目的的营销公司来表达他们的目标的劳工市场BACKHAUSBERTHON,EWINGROUSSEAU1989,1995不像正规就业合同，其中规定了明确的条款及条件，在心理契约在本质上是认知的感性，也就是说，它是隐含的，反映了
4、有关雇员个人的看法和组织关于组织与员工关系行动的解释MILLWARDCOYLESHAPIROSHORETAYLOR交流假定的理性和自我兴趣的部分并不会导致正在进行的相互依存。另一方面，关系型角度会有更复杂的交流，它通过对自身利益的集体利益承诺促进相互依存。它的货币是社会情感的性质，从而使缔约方之间更不明显。从关系型的角度来看，往往会随着时间的推移，而涉及双方的长期投资。大多数心理契约包含两种不同程度的交换形式，并且如果他们继续经营就必须提供互惠互利的雇员和组织。ROUSSEAUHILTROP1995A,1995BKABANOFFETAL2000SHOREETAL2004。这种积极的心理契约概念
5、受到学术界、经理和员工的支持，都源于在其适合的一部分文化主导的经济政策和业务的市场理念和合同在过去二十年的思考RAWSTHORNE2005。然而最近,观察的理论局限性以及切实实施事件使得通知建设和管理的心理契约来呼吁一个扩展的理论观点COYLESHAPIROETAL2004CULLINANEBARNETTHARRISONHILTROP2006ROWLEYSPARROW2007THERESULTANTPURSUITOFINCREASEDRESPONSIVENESS,PRODUCTIVITY,FLEXIBILITY,ANDINNOVATIVECAPACITYHAVEBEENTHEDEFININGC
6、HARACTERISTICSOFTHESTRATEGICHUMANRESOURCEMANAGEMENTSHRMMOVEMENTTHATHASEMERGEDOVERTHEPAST20YEARSBEERETAL1985FORMANKLINGNER1993SHEEHAN,2005VOGEL2006WRIGHTBECKERCHEWFUSCO2003GREENINGHERMANSHAHMACKES2005ORGANISATIONALEFFORTSTOESTABLISHANEOCPOSITIONHAVEENTAILEDTHEUSEOFEMPLOYERBRANDINGSTRATEGIESTHATBORROW
7、SPECIFICMARKETINGCONCEPTSANDPRINCIPLESFORTHEEXPRESSPURPOSEOFMARKETINGFIRMSTOTHEIRTARGETLABOURMARKETSBACKHAUSBERTHON,EWINGLINKINGOFHRANDBUSINESSSTRATEGYTODERIVEACOMPETITIVEADVANTAGECOMPETITIVENESSINTHELABOURMARKETFLEXIBLEWORKPRACTICESANDWORK/LIFEINTEGRATIONSTRONGLEADERSHIPSTYLE,INCLUSIVEMANAGEMENTSTY
8、LE,ANDLEVELSOFEMPLOYEEENGAGEMENTPERFORMANCELINKEDCOMPETITIVEREWARDANDRECOGNITIONSYSTEMSANDEMPHASISONDEVELOPMENTOFPEOPLESTALENTANDSKILLASACORPORATEPRIORITYINORDERTOBEEFFECTIVE,THEREFORE,AFIRMSEOCIDENTITYNEEDSTOBECONSTRUCTEDUSINGABALANCEDPACKAGEOFEXPLICITSHRMPOLICYOFFERINGSEGREMUNERATIONPACKAGE,TRAINI
9、NGANDDEVELOPMENTPROGRAMSETCASWELLASOTHERPSYCHOLOGICALBENEFITSEGWORKLIFEBALANCECONSIDERATIONSTHATREPRESENTVALUETOBOTHITSCURRENTANDPOTENTIALEMPLOYEESBACKHAUSTHATIS,UNDERSTANDINGWHATTHEFIRMISABLEANDWILLINGTOOFFERASINDUCEMENTSFORHIGHLYSKILLEDPEOPLETOENTER,REMAIN,ANDPERFORMEFFECTIVELYINTHEEMPLOYMENTRELAT
10、IONSHIPBECOMEANEMPLOYEROFCHOICETHEROLEOFTHEPSYCHOLOGICALCONTRACTONEAREAOFHRMTHEORYTHATHASENJOYEDINCREASINGATTENTIONINRECENTTIMES,ARGUABLYDRIVENBYTHEABOVEISSUES,ISTHATSURROUNDINGTHEPSYCHOLOGICALCONTRACTCULLINANEROUSSEAU1989,1995UNLIKETHEFORMALEMPLOYMENTCONTRACT,WHICHSETSOUTEXPLICITTERMSANDCONDITIONS,
11、THEPSYCHOLOGICALCONTRACTISCOGNITIVEPERCEPTUALINNATURETHATIS,ITISIMPLICITANDREFLECTSTHEINDIVIDUALSPERCEPTIONSANDINTERPRETATIONOFORGANISATIONALACTIONSPERTAININGTOTHEEMPLOYEEORGANISATIONRELATIONSHIPMILLWARDCOYLESHAPIROSHORETAYLORSUCHEXCHANGEASSUMESRATIONALANDSELFINTERESTEDPARTIES,ANDDOESNOTRESULTINONGO
12、INGINTERDEPENDENCEONTHEOTHERHAND,ARELATIONALPERSPECTIVEEMBRACESMORECOMPLEXEXCHANGETHATPROMOTESINTERDEPENDENCETHROUGHACOMMITMENTTOTHECOLLECTIVEINTERESTOVERSELFINTERESTITSCURRENCYISSOCIOEMOTIONALINNATUREANDTHEREFORELESSOBVIOUSBETWEENCONTRACTINGPARTIESARELATIONALPERSPECTIVETENDSTOEVOLVEOVERTIMEANDINVOL
13、VESLONGTERMINVESTMENTSFROMBOTHPARTIESMOSTPSYCHOLOGICALCONTRACTSCONTAINBOTHFORMSOFEXCHANGETOVARYINGDEGREES,ANDMUSTDELIVERMUTUALBENEFITSTOTHEEMPLOYEEANDTHEORGANISATIONIFTHEYARETOCONTINUETOOPERATEROUSSEAUHILTROP1995A,1995BKABANOFFETAL2000SHOREETAL2004THISPOSITIVEENDORSEMENTOFTHEPSYCHOLOGICALCONTRACTCON
14、CEPTBYACADEMICS,MANAGERSANDEMPLOYEESALIKESTEMSINPARTFROMITSFITWITHTHEMARKETPHILOSOPHYANDCONTRACTCULTURETHATHASDOMINATEDECONOMICPOLICYANDBUSINESSTHINKINGINTHELASTTWODECADESRAWSTHORNE2005RECENTLY,HOWEVER,OBSERVEDTHEORETICALLIMITATIONSANDPRACTICALIMPLEMENTATIONISSUESHAVELEDTOCALLSFORANEXPANSIONOFTHETHE
15、ORETICALPERSPECTIVESTHATINFORMTHECONSTRUCTIONANDMANAGEMENTOFTHEPSYCHOLOGICALCONTRACTCOYLESHAPIROETAL2004CULLINANEDUNDON2006ANSWERINGTHISCALL,WESUGGESTTHATTHEREMAYBEMERITINUSINGEVERYDAYMARKETINGLANGUAGEANDCONCEPTS,SURROUNDINGNOTIONSSUCHASVALUEANDPRICE,TOCONCEPTUALISEANDMANAGETHEPSYCHOLOGICALCONTRACTM
16、OREEFFECTIVELYWEFEELTHATEXPLORINGTHECONCEPTOFTHEPSYCHOLOGICALCONTRACTUSINGAMARKETINGPERSPECTIVEOFFERSTHEPOSSIBILITYOFBROADENINGOURUNDERSTANDINGOFTHEPSYCHOLOGICALCONTRACTANDITSROLEINCREATINGAVIABLEEOCPOSITIONINATIGHTLABOURMARKETHOWEVER,BEFORELAUNCHINGINTOTHATDISCUSSION,LETUSSETTHESCENEFORTHOSEOFYOUWHOSELIFEEXPERIENCEHASNOTINCLUDEDENGAGEMENTWITHTHELANGUAGEOFTHEMARKETINGWORLD
