摘要21世纪企业对人才有着越来越热切的需求，而企业要想引进人才，大多是通过招聘。招聘是企业为自身发展而引进人才的第一步，也是极为关键的一步，其形式也随着社会经济的变化而变化，不同于传统的单一招聘方式或分配工作式，如今的招聘方式更为多元化，像社会招聘、校园招聘、网络招聘等都已成为企业竞争人才的有力战场。然而，21世纪新型人才的大量增加以及招聘方式的多样化并不代表企业能够更加容易的招到合适的人才，相反，两厢情愿的情况变得越来越少。基于此，本文主要通过心理契约对招聘的影响及作用来分析招聘过程中企业信息披露对求职者的心理契约形成的影响，并对企业该如何有效正确的披露信息给出一些建议。82897

毕业论文关键词  心理契约   招聘信息披露 

毕 业 论 文 外 文 摘 要

Title   Effect of recruit’s information disclosure on the formation of  psychological contract of employees                                                 

Abstract In twenty-first Century,enterprises have more and more intense demand for talents,and if enterprises want to introduce talents,most of them by recruitment。Recruitment is the first step to introduction talents for that enterprises want to have sustainable development,and also a critical step。Its form also changes with the change of social economic。The recruitment of today is more persified than the traditional single recruitment or assignment of work, such as social recruitment, campus recruitment, network recruitment et al 。they have become a powerful battlefield of enterprise to compete talents。However, new talent in the 21st century’s large increasing and persification of recruitment does not represent that enterprise can more easily recruit appropriate personnel。 On the contrary, consensual become fewer and fewer。 Based on this,this paper mainly analyze how the recruitment information disclosure during the recruitment process will affect the job seeker’s psychological contract through the psychological contract on the recruitment’s influence and function , and give enterprise’s administrators some suggestions that how to effectively combined with psychological contract and recruitment 。 

Keywords  Psychological contract 。Recruitment Information Disclosure 

目   次

1  引言……………………………………………………………………………………… 1

2  心理契约概述 …………………………………………………………………… 1

2。1 心理契约概念的发展 ………………………………………………………… 1

2。2 心理契约的维度……………………………………………………………… 3

2。3 心理契约的内容………………………………………………………………… 4

2。4  心理契约的特点………………………………………………………………………… 5