摘要：企业人才流失是制约中小企业发展的一大瓶颈。但人才流失问题在企业中频繁出现，给企业造成了不可低估的负面影响。尤其对于中小企业，人才流失带给企业的是雪上加霜的困境。而心理契约是影响员工行为和态度的决定因素，员工心理契约的打破是企业人才流失的主要原因。中小企业要突破人才流失这一障碍，就要避免员工心理契约的缺失、破坏。企业要避免心理契约的打破，就应在员工招聘、员工培训、绩效管理、薪酬管理和企业文化等人力资源管理具体执行方面采取适当的措施。本文以江苏艾信兰生物医药科技有限公司为例，分析了公司的经营背景、人才流失现状、人才流失对公司造成的影响，并从心理契约的角度分析了公司人才流失的原因。本文以心理契约作为理论基础，分析了心理契约打破的原因，在此基础上，对中小企业如何进行心理契约的构建与维护进行分析。通过避免心理契约的破坏与打破，探讨有效避免人才流失的途径。
关键词：心理契约；中小企业；人才流失
Abstract：Corporate brain drain is a major bottleneck which restricting the development of small and medium enterprises. But brain drain appears frequently in the enterprise. It caused the negative impact to the enterprise. Especially for the small and medium enterprises, brain drain brings a worse predicament. But the psychological contract is the determinants of employees' behavior and attitudes. The main reason of the corporate brain drain is the breaking of the psychological contract. Small and medium enterprises to overcome brain drain, it is necessary to avoid the missing, damaged of the psychological contract. Enterprises to avoid the breaking of the psychological contract, they should take appropriate measures in the recruitment, staff training, performance management, compensation management, and corporate culture and other human resource management implementation. This paper takes Asialand Bio-med Technology Co., Ltd as sample, analysis of the company's business background, the present situation of brain drain, the impact of brain drain on the company. And analysis of the reasons for the company's brain drain from the perspective of the psychological contract theory. In this paper, the psychological contract is used as a theoretical basis to analysis the reasons for the breaking of the psychological contract, on this basis, analysis of the construction and maintenance of the psychological contract in small and medium enterprises. By avoiding the destruction and breaking down of the psychological contract to explore effective ways to avoid brain drain.
Key words: Psychological contract theory; small and medium enterprises; brain drain
企业要发展当靠人才，要避免人才流失，就要避免心理契约的打破。而心理契约破坏的预防。尤其对于中小企业，面对资金不足、前景不确定、组织成员不稳定的困境，人才流失的主要原因是企业员工不认同企业，使得员工的心理契约被打破。因为人的行为是自身心理的反映，心理由需求产生动机，动机之后产生行为，所以必须从心理契约角度分析和解决人才流失。当组织目标效果与个体目标效果不能配合，特别是个体目标效果低于其所期望值，而组织又不能及时变化给予相应条件的改变，即心理契约被打破而又没有进行维护，这必将造成个体的流失即人才流失[7]。根据施恩的心理契约理论，要避免员工心理契约的打破，企业就要实现员工与组织和员工与员工之间的期望和约定。员工倾向于追寻理性交易中的利益得失，企业构建和谐的管理可以满足员工的期望收获，培养企业的卓越文化可以不断加强员工心理契约的稳定性。中小企业应注重员工招聘、员工培训，完善绩效管理、薪酬管理制度和企业文化建设，从而加强心理契约的维护，进而避免人才流失。
