随着市场经济制度不断完善和发展的背景下，并购不仅能够使企业迅速的做大 做强，而且绕开行业壁垒进入新市场。由于并购双方经营模式、治理理念、员工 管理制度等差异，使得并购重组后的企业员工心理契约处于失衡状态，表现为企 业人心涣散、团队的凝聚力差、员工离职人数不断上升、运营效率降低、企业的 经营连续几年出现巨额亏损等一些列不良工作退缩问题，成为企业快速发展过程 中的重大障碍。当前学术界，对工作退缩有一定的研究，但对于并购企业的相关 问题研究较少，因此，我针对YG公司员工工作退缩问题研究并提出对策。 本文通过三个方面对YG公司员工的工作退缩问题进行研究，首先对国内外心 理契约理论的研究进行梳理，以及心理契约和工作退缩的相关性研究的现状，在 理论上界定心理契约中交易型心理契约和关系型心理契约、工作退缩中工作本身 退缩和工作努力退缩四个维度的概念。其次论文以河南某地区YG公司为研究对 象，借助事件和问卷调查方法，运用员工的集中度认可指数指标加权平均值计算 各维度，对公司产生的工作退缩问题进行量化研究。最后，论文在交易型心理契 约、关系型心理契约、工作本身退缩和工作努力退缩四个维度上转化为核心问题 进行研究，揭示出隐性退缩动态变化的制度环境，归纳出该企业员工心理契约存 在的问题，总结其中的内在规律，进而提出了解决相关问题方面的对策。为企业 在管理水平方面的提升提供了更多具有价值的管理建议，在一定程度会促进企业 健康、快速的发展。 本文概括四个变量之间动态变化规律，针对隐性退缩现象提出相关制约制度 和措施。包括以下两个方面：一是交易型心理契约维度的员工工作退缩管理对策， 如完善薪酬和福利制度，强化心理契约，促进多次激励；二是关系型心理契约维 度的员工工作退缩管理对策，如不同企业文化的融合和落，建立畅通的沟通机制； 这两个方面，有效的解决了YG公司工员工作退缩问题。 关键词:心理契约；工作退缩；国有企业 II Abstract Withthecontinuousimprovementanddevelopmentofthemarketeconomy system,M&Acannotonlymakeenterprisesgrowbiggerandstrongerrapidly,but alsobypasstheindustrybarrierstoenterthenewmarket.Duetothedifferencesin businessmodel,managementconceptandemployeemanagementsystembetweenthe twosidesofM&A,thepsychologicalcontractofemployeesafterM&Aand reorganizationisinanunbalancedstate,whichismanifestedinthefollowingproblems: theenterprise'slaxityofpeople'smind,thepoorcohesionoftheteam,theincreasing numberofemployeesleavingthecompany,thereductionofoperationefficiency,and thehugelossoftheenterprise'soperationforseveralconsecutiveyears,andsoon Majorobstaclesintherapiddevelopmentoftheindustry.Atpresent,therearesome researchesonjobwithdrawalinacademiccircles,buttherearefewresearchesonthe relatedproblemsofM&Aenterprises.Iputforwardcountermeasuresfortheproblem ofjobwithdrawalinYGcompany. ThispaperstudiesthejobwithdrawalofemployeesinYGcompanyfromthree aspects.Firstly,itstudiesthetheoryofpsychologicalcontractathomeandabroad,and thecurrentsituationofthecorrelationbetweenpsychologicalcontractandjob withdrawal.Theoretically,itdefinestheconceptsoftransnationalpsychological contractandrelationalpsychologicalcontract,workitselfwithdrawalandworkeffort withdrawalinpsychologicalcontract.Secondly,takingYGcompanyinHenan Provinceastheresearchobject,thepaperusesthemethodofeventandquestionnaire surveytocalculatethedimensionsofemployees'recognitionindexweightedaverage value,andmakesaquantitativestudyonthejobwithdrawalproblemofthecompany. Finally,thepaperstudiesthecoreproblemsinthefourdimensionsoftransnational psychologicalcontract,relationalpsychologicalcontract,workwithdrawalandwork effortwithdrawal,revealsthesystemenvironmentofthedynamicchangeofrecessive withdrawal,sumsuptheproblemsexistinginthepsychologicalcontractofthe III employeesoftheenterprise,summarizestheinternallaws,andthenputsforwardthe countermeasurestosolvetherelatedproblems.Itprovidesmorevaluablemanagement suggestionsforimprovingthemanagementlevelofenterprises,whichwillpromotethe healthyandrapiddevelopmentofenterprisestoacertainextent. Thispapergeneralizesthedynamicchangelawamongthefourvariables,andputs forwardtherelevantrestrictionsystemandmeasuresfortherecessivewithdrawal phenomenon.Itincludesthefollowingtwoaspects:first,employees'jobwithdrawal managementcountermeasuresinthedimensionoftransnationalpsychologicalcontract, suchasimprovingsalaryandwelfaresystem;strengtheningpsychologicalcontract, promotingmultipleincentives;second,employees'jobwithdrawalmanagement countermeasuresinthedimensionofrelationalpsychologicalcontract,suchasthe integrationandfallofdifferentcorporateculture,establishingasmoothcommunication mechanism;thesetwoaspectseffectivelysolveYGTheproblemofemployees'retreat fromwork. Keywords：Psychologicalcontract;Workretreat;State-ownedEnterprises IV 目录 第1章绪论....................................................................................................................1 1.1研究背景.............................................................................................................1 1.2研究目的及意义.................................................................................................2 1.2.1研究目的.......................................................................................................................2 1.2.2研究意义.......................................................................................................................2 1.3研究方法及技术路线.......................................................................................................3 1.3.1研究方法.......................................................................................................................3 1.3.2研究技术路线..............................................................................................................3 1.4论文创新点..........................................................................................................................4 第2章相关理论基础和文献综述.............................................................................................5 2.1心理契约理论的研究现状..............................................................................................5 2.1.1心理契约理论的定义及发展......................................................................................5 2.1.2心理契约的内容..........................................................................................................6 2.1.3心理契约的维度..........................................................................................................7 2.1.4小结...............................................................................................................................8 2.2工作退缩..............................................................................................................................8 2.2.1工作退缩的定义..........................................................................................................8 2.2.2工作退缩的结构..........................................................................................................9 2.2.3工作退缩的影响因素................................................................................................10 2.2.4小结.............................................................................................................................11 2.3心理契约与工作退缩问题的相关研究.....................................................................11 第3章YG公司及其人员工作退缩现状................................................................................13 3.1公司简介...........................................................................................................................13 3.2公司经营状况..................................................................................................................13 3.3公司人员工作退缩现状................................................................................................15 3.3.1公司人员流动情况分析............................................................................................15 3.3.2公司典型事件分析....................................................................................................18 第4章YG公司心理契约下工作退缩原因调查分析........................................................20 4.1问卷调查设计.......