Empirical Study On Incentives And Objective Realization Of The Construction Project Team Member Based On Psychological Contract

The construction industry has played an important role on the sustainable development of China's national economy, which has developed into a pillar industry of national economy. The rapid development of the domestic and foreign construction market and fierce competition make China's construction enterprises bring tremendous pressure, small profit margins era has been arrived. Under the condition of the fierce market competition the construction enterprises may desire the continued development, the key of the smooth realization of the construction project objectives is the project team that has high degree flexibility and rapid response capability, and efficient team members can not be separated from effective incentives, usually there is no formal contractual relationship between construction project manager and team members, and the two sides are more bound by informal contracts, therefore project manager has the traditional ideological and more common incentives for team members such as incentives motivate widespread prevalence of subjectivity and one-sided incentive problem, which have lead to the increasing cost of undesirable phenomena as well as frequent job and can not successfully achieve the project objectives, in view of this, the project manager will attach great importance to the informal contractual relations between him and construction project team members in order to take effective incentive measures to give play full to the positive role of the construction project team members, thereby to enhance the core competitiveness of enterprises in order to achieve better economic benefit.The features of construction projects and construction project team members have determined the psychological contract dimensions of the structure of the project team members and the specificity of measurement indicators, the existing literatures have more focused on the of the research dimension of the structure of the psychological contract of enterprises'employees, and there is lack of results of research on the area of specific industry staff, the definition of the problem and in-depth study will help further to analysis the mission of team incentives. In addition, past research on the psychological contract is the general relationship between the employees and enterprises, which is to explore the more psychological contract breach on the negative impact of employee attitudes and behavior, while between managers and organizations the psychological contract research is less, there is lack of the research of fulfillment of psychological contract on the positive effects of employee attitudes and behavior, this study is for the project construction team members to explore their psychological contract fulfillment on the relations of the positive effects (incentive) of the job satisfaction (attitude) and the hard work (acts). it can help to dredge up the real elements in order to take incentive measures. Furthermore, in the structural equation model, the job satisfaction and hard work are treated as the intermediate variables that are between project team members'psychological contract and objectives performance (task performance, relationship performance), the results of similar studies are still less found at present. Thus this study in depth based on the psychological contract is to investigate the issue of incentives and achievement of objectives in order to expand the scope of application of psychological contract and cover the deficiency of the construction enterprise human resources management theory, it will be to provide the theoretical basis and reference value. The innovation of this study lies in the fact that:(1) The psychological contract theory is expanded the field of the construction project, by empirical study the construction project team members have a three-dimensional structure of psychological contract, and the specific content of the dimensions structure of the psychological contract has a very good to comb, it shows that various dimensions including specific indicators are in full compliance with concept and connotation of the various dimensions of psychological contract such as the indicators of management type psychological contract belong to management functions and scope of management requirements, it completely circumvents the problems of confusion or classified on the various dimensions indicators of psychological contract of the existing literature (to see Chapter 3).(2) Building the structural equation model of the psychological contract (three-dimensional) of project team members and the incentive effects (job satisfaction, work effort) and the achievement of project objectives (task performance, relationship performance), empirical study shows that the "antecedent" variables of job satisfaction and work effort have the differences on impact degree of them, job satisfaction plays full intermediary role on the relations between the satisfaction degree of psychological contract of construction project team members and relationship performance of construction projects, work effort plays full intermediary role on the relations between the management type and relation type psychological contract psychological contract and task performance, it makes up the deficiency for the psychological contract on the positive effects of employee attitude and behavior study, and there is an effective solution to identify the key elements of incentives, it provides a theoretical basis for team members to establish a positive psychological contract as well as excitation mechanism, and it further amends the two-factor motivation theory. (to see Chapter 4 and 5).(3) Developing the scale measuring on psychological contract of the construction project team members. Based on research results from the existing literature as well as the characteristics of construction projects team members through individual and experts interviews it develops the 17-item scale measuring of the psychological contract, it is for future research to provide reference values (to see Chapter 3).The main content of this study is to analysis the dimension of the structure of construction projects team members, which is integrated a structural equation model with job satisfaction and work effort and task performance and relationship performance as well as the latent variable indicators by empirical study in order to analysis the interrelatedness of them, it puts forward the 24 study assumptions (including three-dimensional structure of the psychological contract) and collects 495 samples data to verify this model. Empirical results show that the structural equation model has fitted better the effect to give an adequate explanation for the relations between the latent variables.The main conclusions of this study are:(1) Empirical study show that the construction project team members' psychological contract has a three-dimensional structure, namely the transactional psychological contract, relational psychological contract and management type psychological contract.(2) Study reveals that there are differences between important degrees of the latent variable indicators in the structural equation model. (3) Study shows that three-dimensional degree of the project team members' psychological contract:transactional psychological contract, relational psychological contract, and management type psychological contract has the significant impact on job satisfaction, that is, the satisfaction degree of transactional psychological contract and relational psychological contract and management type psychological contract is higher, the higher their job satisfaction. In addition, in addition to the satisfaction degree of transactional psychological contract has not significant relevance to hard work, the satisfaction degree of the relational psychological contract and management type psychological contract has a significant influence on hard work.(4) Study shows that the construction project team members' transactional psychological contract and relational psychological contract and management type psychological have the different impacts on job satisfaction.(5) Study shows that job satisfaction plays full intermediary role on the relations between the satisfaction degree of psychological contract of construction project team members and relationship performance of construction projects, work effort plays full intermediary role on the relations between the management type and relation type psychological contract psychological contract and task performance. In addition, the study finds newly that job satisfaction has no direct role in task performance, but which has played an indirect role in task performance through hard work.Finally, research conclusions are applied to build "total division total strategy" of the positive psychological contract of construction project team members, as well as "triangular model" mechanism of excitation and objective achievement mechanisms based on the psychological contract.