Study On The Psychological Contract Of Scientific And Technological Professionals

With the deeper development of economic globalization and advent of knowledge economy, the competition of overall national strength has increasingly reflected in the competition of innovation capacity and all the countries have come to realize more and more the importance of science and technology. Thus, science and technology are the primary productive forces and have the special significance as the most critical national strategic resources; whereas the sci-tech human resource is considered the core of technological resources with the most innovative capacity; therefore, how to effectively make full of the sci-tech human resource and strengthen the management on scientific and technological professionals for improving their loyalty to the organization and stimulating their working enthusiasm has become an important issue for the sci-tech managers at present. In 1960s, the concept of psychological contract was introduced into management field; and in 1990s, the psychological contract management had become a hot topic for the human resources, organizational behavior and psychology. With the purpose of attracting the talents, stimulating their working enthusiasm and innovation and confirming their loyalty, the organizations are required to understand and care for the employees'conditions, especially the characteristics and value of the scientific and technological professionals; whereas the psychological contract, as a implicit agreement entered by and between the employees and organizations while concluding the labor relations, has greater meaning of management. What's more, how to set up a good psychological contract with the employees, how to dynamically manage the psychological contract and how to prevent from psychological contract violation and how to formulate the countermeasures on management based on the theory of psychological contract in the organizations have become the primary tasks for the managers of modern organizations.This thesis has conducted the study and analysis on the psychological contract of scientific and technological professionals starting from the psychological contract, integrating the theories of organizational behavior and management etc. and targeting at the examples of A research office of certain research institute and by self-made questionnaire, and brought forward the countermeasures on the management of scientific and technological professionals based on psychological contract. This paper firstly briefs the background, purpose and research meaning of this thesis and the relevant literature review at home and abroad; and then analyzes the importance of the scientific and technological professionals to the country, society and organization as well as the weakness in psychological contract research on current status of scientific and technological professionals; and finally elaborates the theory of psychological contract, including the scholars'viewpoints at home and aboard on the concept, characteristics, content, type, formation and influence of psychological contract as well as the effect of psychological contract violation on employees'attitudes and behaviors, which has laid solid theoretical basis for this thesis. Besides, the author has respectively defined the concepts and features of scientific and technological professionals based on the international and domestic opinions. At the same time, the author has found out the current status of scientific and technological professionals in our country through 2nd Investigation on the Status of Scientific and Technological Professionals in 2008 and taken it as the reference for the subsequent research. At last, the author has conducted the empirical study based on the reality of A research office and put forward the countermeasures concerning strengthening the management on psychological contract of the scientific and technological professionals as well as the expectations of management concern and support for psychological contract. This thesis aims at analyzing the current status of psychological contract of scientific and technological professionals and bringing forward the countermeasures on management from the perspective of organization so as to achieve win-win between the organizations and scientific and technological professionals.