Encouraging Influence Of Psychological Contract On Staffs In Organizational Behaviors

The study of the encouraging influence of Psychological Contract on staffs in Organizational Behaviors has become a new horizon in the researches of Human Recourses and Organizational behaviors. During the process of Organizational Behaviors, the traditional ways which only depend on economical means, such as salary or bonus, etc. have showed great limitations with the development of economy, living standard of people, educational level and cultural consciousness, and the encouraging influence which relies on only the means of money is losing its efficiency, and it can no longer satisfy people spiritual need. In the stream of administrative modes, which emphasize the humanism(a system of thought that centers on human beings and their values, capacities, and worth) , the focus of staff encouragement has turned to flexibility and humanistic care. The putting forward of the concept of psychological contract offers new implications for staff encouragement, initiates a new horizon of this field, and moves its focus into the microcosmic field of the relationship between organizations and staffs. As the change of production relationship from extensive mode to intensive mode, staff encouragement has also experienced the change from the simple, extensive mode to the subtle and detailed one, which puts forward higher requirements for staff encouragement to further explore the subjective capability of staffs to motivate the enthusiasm, emotion, passion and motivation of staffs, and to improve the organizational performance.Psychological Contract studies the reciprocal hidden expectations between staff and organization. These expectations are the complement to the formal contract instead of being described in it, and the expectations exist among the interactive process between staffs and organizations, the diversified needs of staffs, and their expectations from organizations, and the experiences and influences to the inside world of staffs from the steps taken by organizations. These hidden senses and experiences construct the scope of Psychological Contract. Because Psychological Contract studies the scope made up by the untold subjective experiences, the controversy of it has never stopped from Psychological and Behavioral aspects. Therefore, from 1962 when Levinson first formally put forward the concept of Psychological Contract, the debate of the research subjects and contents of Psychological Contract has been continuingly heated, which encouraged two obvious developing phrases, the first one dating from the 60's to the 80's of the 20th century, and the studies of this period resting on the basic recognition of Psychological Contract. While the second phrase from 90th to present resting on the debate of two themes (staffs and organizations). Owing to the diversified recognitions and complicated contents of Psychological Contract, and the specific contents put forward by different researchers, my thesis introduces the contents and the changing trend of the studies of contents of Psychological Contract from three aspects: the types of Psychological Contract, the responsibilities of organizations and staffs respectively and the expectations of responsibilities. In the following, my thesis introduces the inner and outer factors which influence Psychological Contract, the formation process of Psychological Contract, the factors that breach Psychological Contract, and the performances of the staffs and organizations after the breach. The encouraging effect of Psychological Contract needs more detailed and definite concepts to explain, and that is the core variables that closely relate to Psychological Contract: Psychological Expectation, Organizational commitment, and Staff Satisfaction. Through the brief introduction of what the three variables contain, it is to explore their influences on Psychological Contract and staff encouragement, so as to construct the favorable Psychological Contract between staffs and organizations and fulfill the effective staff encouragement.This thesis explores the encouragi...