The Study Of Psychological Contract Management Of Knowledge Employee

Management about employee of knowledge psychological contract is that organization actively intervenes the formation, development, and change of employee of knowledge psychological contract in it in order to realize its complete process and system of dynamic balance. The realization of the management' s goal obeys especial law of the dynamic development of psychological contract. This article thoroughly analyzes the management' s definition, law, process and other sides of employee of knowledge psychological contract from both theory and practice under the guides of social-exchange theory, fairness theory, encouragement theory and game theory; at the same time, it also gives some ideas about basic problems in this kind of management.The article emphasizes that the management of employee of knowledge psychological contract is not simple process where organization sets up systems and gives orders to force employee of knowledge accept some and fulfill some tasks; but mutual movement of both internal exchange relations and actions that embodies one side has done what for the other and has gotten from the other on the basis of both common development and combination of organizational and individual goals. The management process of employee of knowledge psychological contract is on the basis of analysis and grasp about its formations and characters and is a systematical process to make employee of knowledge psychological contract keep dynamic and balanced by setting up balanced relation of psychological contract and giving consistent management about its changes and development. The imbalance of psychological contract, its management and stimulation of psychological contract are the basic contents of change management of psychological contract, and also one of the basic links of management process of it. Dynamic balance of employee of knowledge psychological contract is the fundamental goal of management of psychological contract.The article thinks: management about employee of knowledge psychological contract must be carried out in the dynamic growth process of organization and individual employee of knowledge; also must be realized under the condition of enough knowing the special needs of employee of knowledge to responsibilities of organization; at the same time, it must be finished by the only means of improving organizational performance to responsibilities of promises or improving sense of employee of knowledge to organizational performing responsibilities.