摘要
随着知识经济的快速发展,技术型员工成为企业的战略核心。一方面，企业组织
为顺应市场发展不断调整规模和发展方向，技术型员工工作压力和失业压力不断日益
增加；另一方面快节奏的生活方式使得个人价值观念不断发生变化，追求短暂性、临
时性的契约关系的个体不断增多，大大降低了员工满意度和忠诚度，技术型员工流失
现象频繁出现，对企业的运营带来不利影响，甚至会让企业发展停滞不前。技术型员
工流失问题急需解决。技术型员工有着自己独特的特征,从心理层面来研究有利于离
职问题的解决。以HT公司技术型员工流失为切入点，对HT公司技术型员工的离职原
因进行分析并提出相应对策。研究主要内容有 :第一,查阅大量文献欧亿·体育（中国）有限公司,对技术型员
工概念和心理契约理论进行梳理，归纳了技术型员工的概念和特点;第二,结合HT公
司相关背景和其发展历史，并根据心理契约理论，对技术型员工流失现状和流失影响
进行分析;第三,通过基于心理契约理论的调查问卷和员工访谈，从交易型心理契约的
违背、发展型心理契约的违背和关系型心理契约的违背这三个方面，薪酬制度、绩效
体系、福利待遇、员工培训、晋升空间、工作环境这六个角度对技术型员工离职的原
因进行了分析；第四，从心理契约理论出发，从心理契约基础的构建、心理契约体系
的维护和心理契约违背的修护这三个角度出发提出了具体的对策。研究表明，薪酬制
度、绩效体系、福利待遇对 HT公司技术型员工的流失有一定影响；HT公司流失的
技术型员工对公司提供的员工培训和晋升空间认可度较低；公司的文化氛围对技术型
员工的影响较为明显。
关键词：心理契约技术型员工员工流失
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ABSTRACT
ABSTRACT
With the rapid development of the knowledge economy, the technical staff has been
the strategic core of enterprise. On the one hand, enterprise constantly adjusts the scale and
direction of development in order to comply with the market, which brings increasing
working and unemployment pressure on the technical staff. On the other hand, fast-paced
lifestyle makespersonal value changecontinually. More andmore people advocate
temporary and momentary contractual relationships, resulting in a continuous decline in
employees’ satisfaction and loyalty. The staff draining becomes frequently, which brings
negative infects on enterprise operation and hinder the development of the enterprise. It is
urgent to solve the technical staff draining. Technical staffs have their own characteristics.
It is conducive to solve the problem based on psychological contract theory. Taking the
draining of technical staff in HT Company as the starting point, this paper analyzes the
reasons of the staff draining and putsforward corresponding solutions. The research
includes the following parts. Firstly, by consulting a large number of literatures, this paper
combs the concept of technical staff and theories of psychological contract, concludes the
concept and characteristics of technical staff, and summarizes the concepts and contents of
psychological contract. Secondly, coming with the relevant background of HT Company
and the theory of psychological contract, this paper analyzes the current situation and
impactofthedraining oftechnicalstaffs.Thirdly,throughthequestionnaireof
psychological expectation based on the perspective of psychological contract theory and
the interviews, this paper analyzes the reasons for the draining of the technical staff from
six perspectives: the remuneration, performance, welfare benefits, staff training, promotion
opportunity and work environment. The remuneration、performance and welfare benefits
belong to the violation of the transactional psychological contract.Staff training and
promotion opportunity belong to the violation of the development psychological contract.
Work environmentbelongs to theviolation of therelational psychological contract.
Fourthly, thispaper putsforward specificcountermeasures basedon thetheory of
psychological contractto solve thisproblem: theconstruction of thefoundation of
psychological contract, the maintenance of psychological contract system and repair of
psychological contract violation. The research shows that factors have a certain impact on
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