Research On Characteristics Of Psychological Contract Of Enterprises' Knowledge Workers And Career Development Management

This article is a research on characteristics of psychological contract of knowledge workers and career development management. Psychological contract is a subjective faith between employers and employees on what they should do for each other and what they should get. The key element in it is the connotative obligations of each other. Psychological contract is different from economical contract which is getting wage, rest and proper working conditions in return of time, wisdom and physical force. Psychological contract gets expectation such as secure work, reasonable treatment and enterprises'help by loyalty, creativity of employees.It has been indicated that, if the enterprises emphasize economical contract only, employees will reduce their contribution for haven't been satisfied; if the enterprises emphasize psychological contract also, employees will feel contented and work hard. Therefore, psychological contract holds influence as tangible contract expected, though it is intangible.In this knowledge-based economy times, knowledge has been emphasized as a productive element. In order to develop the productive potential at most, enterprises have suffered from huge changes. In this condition, the value of knowledge for enterprises and the dedication attitude of workers will decide the destiny of enterprises in market competition.Therefore, how to establish psychological contract between employers and employees, to attract excellent employees, to develop potential of human resources, to gather active achievement and exert creativity and wisdom of employees has been cared by academe and enterprises home and abroad.Through methods of theoretic and demonstration, this research aims to exploring is there any special characteristic of knowledge workers and what are they. Then bringing up rational advices for enterprises on how to manage career development of their employees, and supplying references for enterprises and government.The main conclusions of this article are as follows:1) There are two aspects of psychological contract structure of knowledge workers. They are the organizational obligations and the employees'obligations. And each aspect contains four factors, including career development factor, system criterion factor, economic relation factor and relationship environment factor.