Research On Psychological Contract Of Personnel Agency Staff In University

Since the country's Ministry of Personnel proposed establishing and carrying out PersonnelAgency System, many universities have been working on it. The Personnel Agency System inuniversities develops gradually. This new personnel mechanism ensures that individuals have theright to choose job freely and universities have the right to choose staff autonomously. It alsoaccelerates the reasonable flow of talents and guarantees the optimal allocation of universityresources. However, there arise some problems in the process of universities'carrying out thesystem. For example, the lack of enthusiasm, the low sense of belonging and the high staff-losingrate due to payment, standing, management and prompting. As a result, the universities are nowfacing such problems as how to encourage the staff to work more positively and effectively, andhow to lower the staff-losing rate. This article explores the problems about the management andmotivation of personnel agency staff from a new perspective of psychological contract."Psychological contract" refers to the existence of an implicit, unwritten, informalexpectation and understanding towards mutual obligations, responsibilities and rights betweenuniversities and staff. Psychological contract has a great influence on the employees'jobperformance,job satisfaction,as well as their attitude and behavior towards the organization.This paper aims to explore effective ways of improving the personnel agency staff's managementand motivation to promote the healthy development of universities through the study of thepersonnel agency staff's psychological contract.The paper analyzes the problems in personnel agency staff's management and motivation. Italso highlights the necessity and importance of introducing psychological contract theory into themanagement of the personnel agency staff. On the basis of psychological contract theory, thearticle integrates theory with practice. It takes advantages of questionnaire and interviews withthe personnel agency staff in Shantou University, seeking a better understanding of the presentcondition of their psychological contract. At last, it puts forward some principles and measures onhow to construct favorable psychological contract.