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摘要
物流行业是21世纪很具挑战力、发展力和生机勃勃的一个产业。随着互联
网时代的到来，电商的兴起，物流行业来自内部和外部的压力日益加剧。在这
个“人才是第一资源，第一生产力”的时代，物流企业不仅面临专业人才缺乏
的困境，而且员工的严重流失，也成为各物流企业的头疼事。如何提升激励机
制的有效性，不断激发员工的活力、创造力和工作热情，从员工真实需要出发，
提高员工满意度，留住员工，成为物流企业HR共同亟待解决的问题
心理契约作为经济型契约和制度性契约的有效补充，对员工工作行为和工
作表现的影响越来越大。研究基于心理契约的员工激励机制问题对物流行业人
力资源的开发管理至关重要。而国内相关研究甚少。本文的研究有效填补了当
前心理契约研究者对物流行业员工激励机制的研究空白，为物流企业更多了解
员工、管理员工提供了参考方案，具有较大的理论价值和应用价值
本文以员工心理契约的组织责任为研究视角，将员工对组织责任的重视度
和满意度区分开来，通过参考文献、实证调查研究、数据分析等方式得出物流
行业员工心理契约的组织责任分为基本责任和高层次责任两个维度，员工因性
别、学历、岗位的不同对心理契约的重视度和满意度明显表现出不同，量化了
心理契约违背程度，并得出当前物流行业的员工对组织基本责任的重视度和满
意度普遍高于组织的高层次责任等结论
针对研究结果，本文从员工心理契约的两个维度出发，对不同性别、学历、
岗位的员工有针对性地提出了采取“自助餐”式休假制度，为员工制作个性化
培训学习计划，搭建员工职业发展激励体系，打造以非管理通道为主线，管理
通道为副线的晋升机制，加快智能物流建设，尊重员工的个性发展，适当放权，
全方面关心员工，给予员工充分的肯定和鼓励等一系列人性化的完善措施，希
望对物流行业当前面临的人才困境提供些许有价值的参考
关键词：物流行业；员工激励；心理契约
Abstract
The logistics industry is a challenging, developing and dynamic industry in the
21st century. With the advent of the Internet era, the rise of e-commerce, the internal
and external pressure of the logistics industry is increasing. In the era of talent is the
first resource and the first productivity, logistics enterprises are facing not only the
shortage of professionals but also the serious loss of their employees, which has
become a headache for logistics enterprises. How to improve the effectiveness of the
incentive mechanism, constantly stimulate the vitality, creativity and enthusiasm of
the staff, to start from the actual needs of the employees, to improve the employee
satisfaction, to retain employees, become a common problem to be solved in the
logistics enterprise HR.
As an effective supplement of economic contract and institutional contract,
psychological contract plays an increasingly important role in employees' work
behavior and performance. It is of vital importance to study the development and
management of human resources in the logistics industry based on psychological
contract. There are very few domestic studies so far. The study of this paper
effectively fills the gap in the research of the current psychological contract
researchers on the incentive mechanism of the staff in the logistics industry. It
provides a reference scheme for the logistics enterprises to know more about
employees and managers. It has great theoretical value and application value.
This paper, based on the organizational responsibility of employee psychological
contract, divides the employees' attention to the degree of organizational
responsibility and distinguishes the satisfaction from the degree of satisfaction.
Through the reference, empirical investigation and data analysis, the organizational
responsibility of the psychological contract of the staff of the logistics industry is
divided into two dimensions: basic responsibility and high-level responsibility. The
difference of gender, educational background and post to the degree and satisfaction
of psychological contract is obviously different. It quantifies the degree of
psychological contract violation, and draws the conclusion that the importance
and satisfaction of employees in the current logistics industry are generally higher
than the high-level responsibility of the organization.
According to the research results, this article, from the two dimensions of the
psychological contract of employees, has put forward a series of humanized
improvement measures，such as implement a buffet type of vacation system, made a
personalized training study plan for employees, set up a career development incentive
system for employees, set up a promotion mechanism with non-management channels
as the main thread and management channels as sub-lines, speed up the construction
of intelligent logistics, respect the development of employees 'personality, appropriate
decentralization, concern for employees in all respects, and give employees full
recognition and encouragement, which hopes to provide some valuable reference for
thetalent dilemma facing the logistics industry currently .
Keywords: Logistics industry,Employee motivation,The psychological contract。