The Study Of Knowledge Workers' Motivation Based On Psychological Contract

In companies, there exit two kinds of contracts between the employers and the employees, one type of which is a formal and written economic contract, and the other is an informal one called a" psychological contract". The psychological contract is implied in the hearts of the employees. The concept of psychological contract was initially put forward in the 1960s, and recently more and more authors define it as the employees' beliefs regarding the reciprocal obligations between themselves and their employers. Compared with the economic contract, the psychological contract is ambiguous and implicit, but it is a dominant factor in determining the attitudes and obligations of the employees towards the organizations. The psychological contract, therefore, is one of the most important topics in the research fields of human resource management and organizational behavior.This study aimed at the relationship between employee's psychological contract violation and their attitude to the work. Firstly, study the impact of employee's psychological contract violation on their attitude. Secondly, study the effect of employee's psychological contract violation between organization justice and their attitude. Thirdly, study the effect of different attribution on their attitude. From this study we try to summarize the principles and rules of psychological contract and establish some measures in order to construct positive psychological contract.In order to do research, based on existing studies and our preliminary interviews, we constructed a questionnaire of psychological contract. The sample came from 20 enterprises in Tianjin Beijing and Nanjing. Using confirmatory factor analysis and regression analysis, we did empirical research based on data came from 138 avail questionnaires. The results suggested that:1. The "organization obligation" in knowledge workers psychological contract included three dimensions: economic transaction, development opportunity, environmental support.2. Psychological contract violation resulted in employees' negative attitude and behavior. Specifically, environmental support dimension violation resulted in decreased level of job satisfaction and increased level of turnover intention. 3. Organization justice influenced psychological contract violation, work attitude directly. Psychological contract violation is the mediator between organization justice and employees' attitude.4. Employees attributed psychological contract violation to different reasons. Specifically, the level of turnover intention was higher and job satisfaction was lower when employees attributed to organization violate intentionally.Author advised that administrator should pay more attention to the systemic and entire process of staff's psychological contract. And also the most important, the violation of psychological contract must be concerned. Immediate communication and the correct attribution guide to clarify the respective responsibilities of both workers and enterprises, and definite employers and employees' obligations to avoid the things that didn't reach employee's expectation. The management should not only focus on fairness, but should also pay attention to create respect, trust, equality, comfortable working environment for their staff. Also the management should give help to their subordinate and make them find their career developing chance.