The Relationships Among Psychological Contract, Perceived Organizational Support And Job Involvement Of Corporation Employees

Psychological contract is the responsibilities offered by one side, and perceived by the other side, between corporation and employees. The cognize comes from formal contract or hide behind the mutual expectation. In corporation, employees are its principal part, and their understandings of the contract will directly influence the relationship between the corporation and themselves, as well as their attitude and behavior. Therefore, to know the psychological contract from the sight of employees can be very significant. Psychological contract and perceived organizational support are two important factors affecting employee's working attitude and behavior. In corporation, to understand employees' needs and their "Psychological Contract" with corporation from different sight, and to make the employees feel that the corporation regards them highly, then attribute themselves to corporation and their work heart and soul, both are the studying issues of Organizational Behavior and Management Psychology.Based on the former researches, through the three-dimension structure hypothesis of psychological contract, using exploring factor analysis, we fabricated the《Psychological Contract Questionnaire of Employees》, whose internal consistence is 0.9019 and and modified the《Perceived Organizational Support Questionnaire》and the《Job Involvement Questionnaire》to form the formal questionnaire of this study. Then, we measured the employees form different types of corporations in Chongqing city to see the structure and internal relationships of psychological contract, and to study the relationships among employees' psychological contract, perceived organizational support and job involvement. The outcomes suggest:1. The result implys that employees' psychological contract has two sides: the corporation's liabilities toward employees, and the employees' liabilities toward corporation. And both the two sides can be made off three dimensions, which are criterion dimension, relationship dimension and development dimension. The result proves the three-dimension structure hypothesis of psychological contract.2. Psychological contract and perceived organizational support of employee have a prominent difference on different levels of income, quality of corporation and post and rank. There is no significant difference of job involvement on levels of income, quality of corporation, education,post and rank.3. There is a significant correlation between psychological contract and job involvement of employees. And especially the correlation between employees' liabilities toward corporation and job involvement, which is because all the three factors of employees' liabilities influence job involvement much. In contrast, organizational criterion liability has an negative influence on job involvement.4. There is a notable positive correlation between perceived organizational support and job involvement. The perceived organizational support can effectively predict job involvement of employees, but job involvement does not influence perceived organizational support. The relationship between them is unilateral.5. From the comparison between the correlation of psychological contract and job involvement, and the correlation of perceived organizational support and job involvement, we find out that employees' liabilities of psychological contract compared with perceived organizational support influence the job involvement more.6. The corporation's liabilities in psychological contract can effectively influence perceived organizational support, especially the criterion liability and development liability, which are predictable variable of perceived organizational support. The corporation's liabilities in psychological contract can explain the influence perceived organizational support placed on job involvement. Simultaneously, the perceived organizational support can also explain the source of employees' liabilities in psychological contract and the occurrence of job involvement.There are relations and differences between psychological contract and perceived organizational support.In this research, the subjects are mainly form different types of corporation in a west city, Chongqing. Understanding the employees' psychological contract at the time of conversion of Chongqing' development, we broadened the psychological contract theory, and proved the three-dimension of it. Then, compared the relationships among psychological contract, perceived organizational support and job involvement, explored the relation and difference of two terms, psychological contract and perceived organizational support, argued their intersectional part through academic and practice evidence. The positive research of job involvement's affecting factors, enlarged the study of job involvement in China, and gave some supports in theory and suggestion to practice to improve the relationship between corporation and employees and enhance human resource management.