A Creativity Study On The Management Of China Industry Knowledge Workers On The Basis Of Psychological Contract

The market economy institution is based on "contract institution". In the relationship of employees and organizations, besides the regular contract of employment, it still exists "connotative,informal and public unacknowledged mutual expectation, it's the psychological contract"(Shawn,1965), "although it doesn't demonstrate that the psychological contract is the powerful fatal factor that decides the organization behavior" (Shawn, 1980).Along with the arrival of the era of knowledge economy, a new group of knowledge workers occurs to enterprises; they have rudimentary differences from workers of capital economy era, that is, they master some making implements like knowledge, which is not like the traditional workers who only sell their own laboring."(Daluc,1999). Compared with the traditional workers, the knowledge worker has strong independence and freedom. Therefore, the contract of employment and its implying exterior motivation are hard to have good effects on arousing the enthusiasm and creativity of the knowledge workers, so the psychological contract may become a breakthrough to the motivation and management methods of knowledge workers.The article first analyses the problems and confusions of management of the knowledge workers, and then introduces the psychological contract to human resource management of contemporary enterprises. On the basis of empirical research of some enterprises, we try to design a set of effective and scientific ways of the knowledge worker management.Based on empirical research and guided by some related theory, this paper studies a variety of aspects of knowledge workers: psychological contract contents, psychological contract violation, job satisfaction, turnover intention, motivation mechanism etc. The paper has eight chapters, besides Chapter One-introduction and Chapter Eight -conclusion, the main content is classified into three aspects: the first one includes the second chapter, which is mostly about theory analysis and concept definition, meanwhile illustrates the problems and reasons of the knowledge worker management; the third chapter is the second aspect, and it mainly studies the contents and characters of the psychological contract of the knowledge workers, and analysizes the characteristics of psychological contract violation, job satisfaction, turnover intention etc. Based on these we make the prime framework of the psychological contract, and we design the structure for the last four chapters; the third aspect consists of the fourth, fifth, sixth, seventh chapters, which advances the management strategies including four aspects like psychological contract violation, job satisfaction, turnover inclination, and motivation mechanism etc., so we build up an integrated and specific innovation mode of the enterprise knowledge worker management. Based on empirical research and systematic analysis, we come up to conclusions as follows:1. Empirical research on psychological contract indicates that, psychological contract of the enterprise knowledge worker shows development-relationship type characters, which has no obvious tradition-type character. But if organization ignores inherent psychological demand of the enterprise knowledge workers, it'll present the character of tradition-type psychological contract. On the sides of enterprises, it's urgent to prevent the violation of enterprise knowledge workers, improve job satisfaction, control talent turnover, construct scientific motivation mechanism, and this embodies on advancement of management mode of the knowledge worker.2. Empirical research on psychological contract violation indicates that, it's general that the enterprise knowledge worker in our country can't get satisfaction. When it comes to the violation of psychological contract, it'll appear unsatisfactory of all expectation, and lead to low organization behavior and high turnover inclination. The solution is the remediation of psychological contract. The remediation of psychological contract focuses on the internal efficiency, with a view to building long relationship with employees, not short traditional relationship.3. The research on job satisfaction illuminates that, the enterprise knowledge worker is satisfied with leader behavior, co-workers' relationship, individual independence, job challenge, work environment and so on, and unsatisfied with salary, welfare, promotion fairness, personal development, cultivation opportunity etc. The study shows that slow work has linear relationship with job satisfaction. We should introduce the job satisfaction model and put some steps in practice.4. Turnover intention research indicates that the main factors which influence the turnover intention of enterprise knowledge workers, is that economy developing level, employment system (macro factors), enterprise scale, salary(micro factors), personal development, vital statistics variables, personal characters(personal factors). Based on this research, the work pressure is the maximal factor to affect the turnover intention. The study of the influence of work pressure on absence and turnover shows: the work pressure has a positive relationship absence and turnover. Besides the pressure from the work itself, the other pressure has an evident relationship with turnover. The biggest pressure comes from career development the pressure of which is related to turnover. The strategy is building human resource luck control model and full process management of psychological contract.