二十一世纪，知识不断升级、科技快速发展，创新成为知识经济时代的主要旋律。 四十年来，我国持续深化改革、扩大开放，作为发展创新的主要动力，人才成为知识经 济大环境下企业竞争的焦点，人力资源的数量、质量以及发挥程度决定了企业的未来。 员工入职企业，双方签订劳动合同确立劳动关系，与此同时，双方也在心理上形成一种 契约关系，双方都要认真履行对彼此的义务。如果企业不能有效建立和维补这一契约关 系，员工利益受到侵害，则必然会选择离职。 药品生产企业作为我国技术和劳动密集型中小企业的代表，为促进我国的经济社会 发展与保障人民生命健康发挥了重要作用，医药企业的高素质员工也成为其他企业的挖 掘目标，但是人力资源的流失严重危害着药品生产企业的生存和发展。本文选取员工流 失问题严重的 JC 药业为研究对象，透过心理契约角度，对 JC 药业公司的员工流失的深 层次原因进行探析，在此基础上，通过心理契约的维护和弥补措施，来有效解决员工流 失问题。 本文采取理论结合实际的研究思路，以心理契约理论和员工流失理论为指引，采用 文献研究、案例分析和问卷调查等方法，在全面分析 JC 药业现状的基础上，基于员工 基本情况和特点设立调查问卷，进行问卷调查研究。调查发现，JC 药业在心理契约基础、 心理契约结构和心理契约违背补救方面存在问题，是企业员工流失的主要影响因素。在 此基础上，提出了包括构建心理契约基础、优化心理契约结构和做好心理契约违背补偿 等应对方案，并提出相关保障措施。 本文结合 JC 药业的实际情况，将心理契约理论应用到企业人力资源管理之中，从 心理契约角度分析 JC 药业员工流失原因，进而为 JC 药业提出具有实践意义的员工流失 控制策略，解决员工流失严重的问题，帮助 JC 药业提高人力资源管理水平，夯实公司 长远发展的人才基础。与此同时，本文基于心理契约的员工流失问题研究，从心理契约 角度为其他企业的人力资源管理提供新的有益借鉴，帮助他们科学地利用心理契约理论 分析员工流失问题，做好人力资源管理工作。 关键词，人力资源管理，员工流失，心理契约，优化方案山东建筑大学硕士学位论文 II ABSTRACT In the 21st century, knowledge has been continuously upgraded, and science and technology have developed rapidly. Innovation has become the main melody of the era of knowledge economy. Over the past 40 years, China has continued to deepen reform and expand openness. As the main driving force for development and innovation, talents have become the focus of enterprise competition in the context of knowledge economy. The quantity, quality and degree of human resources determine the future of enterprises. When an employee enters a business, the two parties sign a labor contract to establish a labor relationship. At the same time, the two parties also form a contractual relationship psychologically, and both parties must earnestly fulfill their obligations to each other. If the enterprise cannot effectively establish and maintain this contractual relationship and the employee's interests are infringed, it will inevitably choose to leave. As a representative of China's technology and labor-intensive SMEs, pharmaceutical production enterprises have played an important role in promoting China's economic and social development and safeguarding people's life and health. The high-quality employees of pharmaceutical enterprises have also become the targets of other enterprises, but human resources. The loss seriously jeopardizes the survival and development of pharmaceutical manufacturers. This paper selects JC Pharmaceutical, which has serious employee turnover problem, as the research object, and analyzes the deep-seated reasons of JC Pharmaceutical Company's employee turnover through psychological contract. On this basis, through the maintenance and compensation measures of psychological contract, Effectively solve the problem of employee turnover. This paper adopts theory and practical research ideas, and uses psychological contract theory and employee turnover theory as guidelines. Based on literature research, case analysis and questionnaire survey, based on the comprehensive analysis of the current situation of JC pharmaceutical industry, based on the basic situation and characteristics of employees Questionnaires and questionnaires were conducted. The investigation found that JC Pharmaceutical has problems in the psychological contract basis, psychological contract山东建筑大学硕士学位论文 III structure and psychological contract violation remedy, which is the main influencing factor of employee turnover. On this basis, the paper puts forward the countermeasures including constructing the psychological contract foundation, optimizing the psychological contract structure and doing a good job of psychological contract violation compensation, and proposes relevant safeguard measures. Based on the actual situation of JC Pharmaceutical, this paper applies the theory of psychological contract to enterprise human resource management, analyzes the causes of JC pharmaceutical employee turnover from the perspective of psychological contract, and then proposes a practical employee turnover control strategy for JC Pharmaceutical. The serious problem of employee turnover has helped JC Pharmaceutical to improve the level of human resources management and consolidate the talent base of the company's long-term development. At the same time, this paper is based on the study of employee turnover in psychological contract, and provides new useful lessons for human resources management of other enterprises from the perspective of psychological contract, helping them scientifically use psychological contract theory to analyze employee turnover and do a good job in human resource management. Key Words: Human resource management, employee turnover, psychological contract, optimization plan山东建筑大学硕士学位论文 IV 目 录 摘要........................................................................................................................................ I ABSTRACT .......................................................................................................................... II 第 1 章 绪 论 1.1 研究背景及意义..................................................................................................................1 1.1.1 研究背景........................................................................................................................1 1 1.2 研究意义........................................................................................................................2 1.2 研究内容及方法..................................................................................................................2 1.2.1 研究内容........................................................................................................................2 1.2.2 研究方法........................................................................................................................3 1.3 研究创新..............................................................................................................................4 第 2 章 相关理论与文献综述 2.1 相关理论 .............................................................................................................................5 2.1.1 心理契约理论................................................................................................................5 2.1.2 员工流失理论................................................................................................................5 2.1.3 薪酬体系理论................................................................................................................6 2.1.4 激励机制理论................................................................................................................7 2.1.5 员工满意度理论............................................................................................................8 2.2 国内外研究文献综述..........................................................................................................9 2.2.1 国外文献综述..............................................................................................................10 2.2.2 国内文献综述..............................................................................................................12 2.2.3 研