Research On The Impaction Of Knowledge Workers' Psychological Contract On Organizational Citizenship Behaviors

As the core power for the development of an organization, knowledge workers are widely viewed as strategic resource leading to competitive advantage for the development of an organization. As the development tendency of organization structure is flattening, knowledge workers has gained more and more freedom and initiative, as well as higher expectations for the organization. They expects not only financial reward, but also concern and support from the organization so as to satisfy their need to realize their self-value, which makes it more difficult for the organization to manage knowledge workers.Due to the reasons of knowledge workers are important to the organization, this paper studies the relationship between psychological contract and organizational citizenship behaviors(OCB) of knowledge workers, which aims to help the organization to encourage the staff to act more OCB by carry out the psychological contract, make great use of the core power, prevent brain drain and create harmonious enterprises culture, so as to provide essential guarantee for the existence and development of an organization.This paper mainly includes the following: (1) analyze the structure and dimensions of the knowledge workers'psychological contract and OCB by literature research methods and qualitative methodology; (2) study the relationship between psychological contract and OCB through the introduction of knowledge workers'perceived organizational support(POS), as an intermediary variable; (3) whether the knowledge workers'psychological contract is positively correlated with their POS or not; (4) whether the knowledge workers'OCB is positively correlated with their POS or not; (5) the OCB of knowledge workers are directly influenced by psychological contract or through the intermediary variable, POS.Through the study, we can draw the following conclusions: (1) the knowledge workers'psychological contract is positively correlated with their POS; (2) the knowledge workers'OCB is positively correlated with their POS; (3) some relationship dimensions between the knowledge workers'psychological contract and OCB are correlated positively, while others are correlated by POS. The conclusions show you the specific results. The innovation of this thesis embodies in choosing knowledge workers as research objects, breaking the traditional model which studies the relationship between psychological contract and OCB by using Organizational Integrity, Psychological Empowerment as intermediary variables, and introducing POS as intermediary variable. Another innovative point is that the author clearly defines the dimensions of knowledge workers'psychological contract, OCB and POS, and studies the relationship between three variables from the aspect of the interaction of different dimensions, which leads to specific results.