摘要
劳动关系是否和谐,主要体现为劳资双方的契约可否达成一致。劳资双方的契约,包括劳动契约和心理契约。劳动契约是明确的、正式的、具有法律效力的协议和文件,是外显的、受法律保护的;而心理契约是员工和用人单位对于相互责任的期望,是内隐的、不受法律保护的,但有激励效果。企业只有充分把握心理契约,实施心理契约EAR循环管理,才能保持和谐劳动关系,吸引和留住知识型员工。
Harmonious relations between the employee and employer are largely constructed on the contract to which both are bound.The contract falls into two categories,one of which is concerned about employment,and the other of which psychology.The former includes those explicit,formal and legally effective agreements and documents,which are extrovert and protected by law,while the latter refers to those expectations of both sides to fulfill their respective obligations,and they are implicit and unprotected by law,but would serve as an impetus.Therefore,harmony could be maintained when enterprise taking full advantage of the psychological contract through EAR cycle management.
出处
《广州广播电视大学学报》
2011年第5期103-106,112,共4页
Journal of Guangzhou Open University
关键词
心理契约
企业
员工
劳动关系
psychological contract
enterprise
staff
employment relationships
