Research On The Relationship Between Employee Psychological Contract And Career Success

In the case of the limited resource of organization, the question that how to excitated the enthusiasm of employee, to enhance the loyalty of employee to organization, and make employee develop along with organization is widely concerned, and is one of important subjects in the field of human resource management and organizational behavior research. Psychological contract refers to the summation of the mutual expectation between organization and individual, is an indwelling contract, and has a great influence on the individual behavior. To investigate the relationship between employee psychological contract and career success, to analyze which factors in employee psychological contract affect career success , will provide significative value for human resource management.The thesis adopts literature research, theoretical research and empirical research methodology. First it puts forward the hypotheses and model from reality and relative theory and literature. Interview questionnaire is done based on literature, draft questionnaire forms according to the result of interview. The thesis tests the effectiveness and operationability of the questionnaire by sample test. With the consultation of the experts and human resource managers in companies, the final questionnaire completes throught modification.Questionnaires are distributed 300, and 260 effective questionnaires are received. Based on foreign and domestic research on psychological contract, the thesis probes into the content of the employee psychological contract by investigation and data analysis. Psychological contract violation is divided into four dimensions: job sustainment dimension, transactional dimension, culture dimension and circumstance dimension by factor analysis. Several variables have been investigated for the difference on psychological contract violation and its four components, job satisfaction and career satisfaction, such as gender, age, education, corporation ownership system, position, tenure and income with one-way ANOVA test. Further research with linear regression and Pearson correlation analysis revealed that the violation of psychological contract has a significantly negative effect on job satisfaction and career satisfaction.In the end the thesis makes some useful advices on human resource management theory and practice based on the above research result and considering the Chinese situation.