Employees could probably cope effectively with changes in the psychological contract if organizations were more forthright about how they were changing it.
如果组织能更直接地告诉员工他们是如何改变心理契约的，那么员工可能就能有效地应对心理契约的变化。
Enterprises should build up their complete psychological contract.
企业应构建完备的心理契约。
Relational psychological contract is positively related to manager's neglect.
组织的关系型心理契约违背导致管理者忽略行为减少。
Psychological Contract exists in all the management activities and organizations.
心理契约存在于所有的管理活动和组织中。
Employee managerial ideology has different effects on psychological contract breach.
雇员的管理理念对心理契约破裂有不同的影响。
Psychological contract breaches resulted in employees' negative attitude and behavior.
心理契约违背导致员工消极的工作态度和行为。
Proceed from the above three aspects, we can create a good positive psychological contract.
从以上三方面着手，就能够积极营造一个良好的心理契约。
Psychological contract; the enterprise's core staff; incentive; model; feasibility; implement.
心理契约；企业核心员工；激励；模式；可行性；实施。
The paper focus on staff turnover problems mainly from the perspective of psychological contract.
本文主要是从心理契约的角度来探讨员工的离职问题。
At last, it can promote the psychological contract fulfillment to achieve an effective incentive.
最终促进心理契约的履行从而达到有效激励的目的。
Psychological contract is a kind of expectation supposition and subjective appointment in nature.
心理契约本质上是一种期望假设与主观约定。
At last, We put forword countermeasure and suggestion to structure the psychological contract of staff and organization.
最后总结出，构建员工与组织间心理契约的对策和建议。
All of these reasons make the good management of psychological contract an important field for researchers and managers.
所以对员工心理契约的良好管理受到理论界和实践者的重视。
Managers and employees the nature of the relationship is a self-evident psychological contract, and in constant evolution.
管理者与员工关系的本质是一种不言而喻的心理契约，并在不断演进。
Hires the psychological contract for a long time, USES the psychological contract fundamental research long-term employment.
长期雇佣心理契约，是使用心理契约理论研究长期雇用。
The introduction of the ecological perspective to the study of psychological contract provides a brand-new tropism for the study.
心理契约的研究中引入生态学的视角为其提供了一个崭新的研究取向。
This article describes the feature of the psychological contract in career of employee and explains how to manage it dynamically.
本文从职业生涯管理的视角阐述了员工不同职业生涯阶段心理契约的特点以及如何对其进行动态管理。
If the revenues sequence is short and revenues change large, the self - executing psychological contract or promise will be unable.
而对于一个收益序列时间太短或收益变动过大时，心理契约或承诺的自我执行将变得困难直至无法执行。
In recent years the psychological contract research emphasized human's psychological environment to the enterprise environment influence.
近年来受到重视的心理契约研究，强调人的心理环境对企业内环境的影响。
There is a vast space for the research of evaluation of staff satisfaction and construction of psychological contract in travel agencies.
有关旅行社员工满意度的评价及心理契约构建等问题还有很广阔的研究空间。
The research indicated that the technical worker is easy to form the long-term employment the psychological contract with the organization.
研究表明技术工人与所在组织容易形成长期雇用的心理契约。
The psychological contract is a kind of subjective psychological agreement, and brand is a psychological contract between brand and customs.
心理契约是一种主观心理约定，品牌本质上是顾客与品牌的心理契约。
Last, in conclusion, the author sums up some solutions to how to establish good psychological contract so as to increase the staff satisfaction.
论文的结尾还就如何在旅行社内构建良好的心理契约以提高员工满意度提出了若干对策。
Under the constant and movable pressures, organizations have to alter employment relationships and the psychological contract that underlie them.
组织在持续、快速变化的压力下不得不及时地改变经济关系以及在经济关系下隐藏的心理契约内容。
However, psychological contract violation can leads lower working satisfaction, organizational commitment and organizational citizenship behavior.
而心理契约的违背则会导致员工低的工作满意度、组织承诺和组织公民行为。
For above these problems, this article discusses the function and construction of psychological contract in the key employee turnover for enterprises.
本文针对此问题探讨了心理契约在企业的核心员工流失中的作用及其构建。
The result proved that the psychological contract is not only related to the staff achievements, but also different with staffs' individual difference.
结果论证了心理契约不仅对员工绩效有显著的正相关影响，而且还因员工的个体差异而不同。
The Psychological Contract is a powerful deciding factor of organizational behavior, and necessary in the maintenance of a harmonious employment relationship.
心理契约是组织行为的强有力决定因素，是维持和谐雇佣关系的必要条件之一。
The article believes that all the causes for voluntary turnover can be derived from the psychological contract imbalance between employee and hotel ultimately.
饭店员工主动离职的种种原因最终都可以归结为员工与饭店心理契约的失衡。
Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003).
违反这一心理契约将对忠诚度，积极性和工作人员的组织承诺(希斯·洛普2003年)有负面影响。
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