Relation Research On The Psychology Contract And Contextual Performance Of IT Enterprise Staff

The staff's psychological contracts consist of individuals' beliefs regarding the terms and conditions of an exchange agreement between themselves and their organizations. It including the responsibility from organization to the staff, and the responsibility from the staff to organization too, its essential characteristic perceives subjectively to mutual obligation based on foundation of promising. The contextual performance is a kind of the interpersonal and volition behavior which is mentally and sociologically, it is a kind of activity contributing to finishing the organization work , it lays particular emphasis on measure some quality characteristics correlated with the working performance that the member possesses outside the working duty. The contextual performance has become the focus that the performance research pays close attention to. This text studies the relevant relations of psychological contract and contextual performance, offer inspiration for manage psychological contract of staff and contextual performance in the management practice of human resources. Considering individual factor of everybody and the condition of environment are different, this research will regard working values as the typical personal factor, organizational justice as the typical environment factor, for better research.IT trade plays a very important role in the national economy of our country;the staff in IT enterprises is mostly the knowledge type staff. Probe into the relevant relations among the current situation and they of psychological contract and contextual performance of the staff of IT enterprise is helpful to IT enterprise's maintaining psychological agreements of staff and improve contextual performance of the staff.This research aims at discuss relevant relations between psychological contract of the staff and the staff's contextual performance in China IT enterprises. Understanding degree of influence to contextual performance from psychological contract, organizational justice and working values one by one. Finally, according to the result of the positive research, propose suggestions to build the relation of the positive psychological contract and improve the contextual performance, offer certain guidance for real work.In order to test the rationality and validity of the theory, this study establishes a model which includes the psychological contract, organizational justice, working values and contextual performance. Then use the data got in questionnaire investigation in IT enterprises to examine this model.This study have drawn lessons from relevant research results both at home and abroad and worked out a questionnaire named" the relevant relations of IT enterprise's psychological contract and contextual performance ", get 37 samples of such 20 enterprises in the area as Shanghai, Beijing, Shenzhen, Chengdu,etc. Use the proving factor analysis, route to analyze and return to the analytical method to certificate the views in this research.Analyzed through the real example, the conclusion got in this research is as follows: The psychological contract including four linked dimensions, which are personal development dimension, material trade dimension, interpersonal relationships dimension and working characteristic dimension; The contextual performance including four linked dimensions , which are emotion pay dimension, interpersonal promotes dimension, organize development dimension and work devote dimension. Suppose"every dimension of Organizational justice is relevant to every dimension of contextual performance"have got and does not totally verify. Procedure justice, distribution justice and interpersonally justice are Correlated with contextual performance, but the information justice's influence to contextual performance of is not remarkable. Suppose"it has relevant relations between every dimension of the psychological contract and every dimension of contextual performance"Have got and does not totally verify. Among them, the emotion paid dimension is influenced by interpersonal relationships dimension, the interpersonal promotion dimension is influenced by interpersonal relationships dimension, the organization development dimension is influenced by personal development dimension in the psychological agreement, the working devote dimension is influenced by personal development, work characteristic and material development dimension . Suppose"it has relevant relations between the staff's working values and contextual performance's every dimension" have fully proved. The working values have remarkable influence to four dimensions of the contextual performance. The values of collective orientation will strengthen the staff's positive working attitude and behavior, thus improve the staff's contextual performance; the values of personal orientation is opposite, will reduce the staff's positive working attitude and behavior, thus reduce the staff's contextual performance. So, three parts that the core supposes are proved: There are relevant relations in psychological contract and the staff's contextual performance, there are relevant relations between the staff's working values and contextual performance , organizational justice and contextual performance are relevant too. And then has proved the core supposes. Relevant relations exist to the psychological contract, working values, organizational justice and contextual performance.This innovates of this research as follows: First, it is innovative to regard whole trade of IT enterprise as the research object in relevant research; Second, the positive effect of psychological contract is studied, which is the facilitation to contextual performance from psychological contract; Third, analyzed staff's relevant dimension of psychological contract and contextual performance of IT enterprise under China's present background;Fourth, investigate the connection from every dimension of contextual performance to every dimension of psychological contract, organizational justice and working values; The fifth, put forward suggestions to build positive psychological contract of staff, manage and improve the staff's contextual performance.Finally, because of the limitations of relevant conditions, there is certain limitation in this research. The limitations of the study are discussed and suggestions for future research are offered at the last part of this text.