Research On Psychological Contract Management Of Quiz-type Sports Lottery Operation And Maintenance Team In J Branch Of Y Company

With the advent of China's knowledge economy,knowledge and knowledge-based talents are continuously valued by enterprises,and the corresponding social status and needs are gradually improved.The psychological contract was proposed in the last 60 years,but the exploration of the psychological contract of knowledge-based employees in China However,it was only proposed at the beginning of this century that how to motivate knowledge workers in corporate life has become one of the hot spots of psychological contract research.Knowledge workers are present in all walks of life.Because different industries have their own particularities,the psychological contract management of knowledge workers has its own special requirements.At present,although researchers are working hard to explore various fields,there are no scholars in the lottery industry who have carefully studied in depth.The author takes this industry as a starting point,combines the current research results of psychological contracts of knowledge-based employees,and combines questionnaire surveys with theoretical analysis.The employees of the lottery operation and maintenance department and other similar departments within the company analyzed at different stages of the company's experience and found that the content of the psychological contract of employees in each department is significantly different.In addition,the psychological contract management of the lottery operation and maintenance team members also has untimely phenomena,such as in the recruitment stage,the department only focuses on people-job matching and ignores the multiple matching of employees and enterprises.In the early socialization process,the company did not arrange related training in the lottery industry.In the later stages of the experience,the incentive measures did not hit the key,and it could not really improve the employee's Identity and responsibility.Therefore,when the policies of the lottery industry change,employees of the lottery operation and maintenance team have shown declines in work efficiency or departures.Employees who have not left the company often choose to reduce their efforts and raise expectations for the company..However,the violation and destruction of the current psychological contract has not been carried out and analyzed too much around knowledge-based employees.Therefore,the author proposes to use different training models for psychological contracts of knowledge-based employees at different stages to gradually establish and improve the knowledge of the healthy lottery industry Psychological contract of employees.And the practice has proved that this measure is effective,which not only effectively motivates employees,regulates employees' organizational behavior,but also enhances the sense of identification with the organization.It can adapt well when the enterprise undergoes adjustments and changes,reducing or avoiding psychological contracts.The probability of violation or destruction.