摘要
我国的电网企业是国家体制下的国有垄断体制，基本垄断了电力这一现代
经济的基础性能源。特殊的自然垄断地位和企业发展历史，以及相对丰厚的薪
酬，使得电网企业员工保持较高的自豪感和满意度，也使得企业和员工保持相
对稳定的心理契约。近年来，我国电网企业内外部环境正发生深刻变化，经历
了多次组织变革、体制机制改革，各种薪酬福利制度也进行了相应的调整。在
这种背景下，双方原本稳定的心理契约逐步向动态的心理契约转变

心理契约是影响员工思想稳定性、企业归属感和工作积极性等方面内容的
一个重要因素，从而影响电网企业对人力资源管理策略的选择和调整。本文引
入了组织管理中的心理契约理论和模型，以 W 省电网公司为样本，进行了两个
层面的研究。其一，从企业实际管理中梳理出关系、交易、成长三个维度，分
析 W 省电网公司员工对心理契约的感知程度；同时了解员工对组织变革举措的
感知和评价，从变革后企业发展的认同程度与难以适应的方面进行论述。其二，
从心理契约理论视角来观测电网企业与员工之间的互动关系，从不同层面对组
织变革举措实施后的思想稳定性、归属感、积极性三个方面进行深入分析

本文期望通过基于心理契约视角下的电网企业人力资源管理策略研究，积
极探索构建一个内容完备、理论精简、适合当前发展形式的员工心理契约管理
策略，促进我国电网企业人力资源管理效用最大化，实现企业与员工共同发展，
同时也为促进我国电网企业的长远发展提供一些理论借鉴

关键词：心理契约，电网企业，人力资源华北电力大学硕士学位论文
II
Abstract
China&39;s power grid enterprises are state-owned monopoly system under the state
system, the basic monopoly of the power of the modern economy, the basic energy.
The natural monopoly enterprises and the specific development history, and a
relatively generous salary, so that employees to maintain a high power of pride and
satisfaction, but also makes the enterprise and employees to maintain a relatively
stable psychological contract. In recent years, the internal and external environment
of the power grid enterprises in our country is undergoing profound changes, which
has undergone many organizational changes, institutional and institutional reforms,
and various compensation and welfare systems have been adjusted accordingly.
Under this background, the stable psychological contract has gradually changed to
the dynamic psychological contract.
Psychological contract is an important factor that affects the stability of
employees&39; thinking, the sense of belonging and the work enthusiasm of enterprises,
thus affecting the selection and adjustment of human resource management strategy
for power grid enterprises. This paper introduces the psychological contract theory
and model in organizational management, and takes W province Power Grid Corp as
a sample, and carries out two levels of research. First, from the enterprise actual
management, clarify the relationship between trade and growth in three dimensions,
analysis of W Power Grid Corp employee perceptions of the psychological contract;
at the same time to understand their perception and evaluation of organizational
change initiatives, discusses the degree of identity development enterprises after the
reform and it is difficult to adapt to the. Second, to observe the interaction between
power grid enterprises and employees from the perspective of psychological contract
theory, in-depth analysis from different aspects of ideological stability, organizational
change initiatives after the implementation of a sense of belonging, enthusiasm in
three aspects.
This paper through the research of human resource management of power grid
enterprises from the perspective of psychological contract based on exploring and
establishing a complete theory, concise, suitable for the current development in the华北电力大学硕士学位论文
III
form of employee psychological contract management strategy, promote the human
resource management of power grid enterprises in China to maximize the utility, to
achieve the common development of enterprises and employees, but also to promote
long-term development power grid enterprises in China to provide some theoretical
reference.
Keywords: psychological contract，grid enterprise，human resources华北电力大学硕士学位论文
目 录
摘要 ... I
Abstract. II
第 1 章 绪 论 ...1
1.1 研究背景 .1
1.2 研究意义和目的 .1
1.3 国内外研究综述 .2
1.3.1 国外研究综述...........2
1.3.2 国内研究综述...........4
1.4 研究方法 .5
1.5 研究内容 .6
第 2 章 心理契约视角下电网企业职工管理现状调研 .........7
2.1 电网企业发展及其职工特点分析 .........7
2.1.1 电网企业发展特点分析.......7
2.1.2 电网企业职工特点分析.......8
2.2 电网组织变革对职工心理影响分析 .....8
2.2.1 电网企业面临的组织变革分析......8
2.2.2 组织变革对职工心理契约的影响..9
2.3 电网企业职工现有激励机制分析 .......10
2.3.1 电网企业职工现有激励机制.........10
2.3.2 激励机制与员工心理需求差距分析.........10
2.4 职工管理现状调查研究 ...........11
2.4.1 研究假设.....11
2.4.2 研究目的....12
2.4.3 研究工具....13
2.4.4 样本基本情况.........13
2.5 本章小结 ...........16
第 3 章 电网企业职工管理调研数据分析 ...17华北电力大学硕士学位论文
3.1 分析方法 ........
。。。以上简介无排版格式，详细内容请下载查看