An Empirical Study On The Influence Of Organizational Responsibility In Psychological Contract To The Knowledge Sharing Of The New Employee

Entered new century, the human resource has already become the most important resource of the state economy and the social development. The idea that the talented person is the key aspect of enterprise's success and failure is more and more widely accepted. The talented person is the carrier of another resource—knowledge, that's why talented person becomes so important. Until now, the related research on knowledge management indicates that knowledge sharing holds important status in knowledge management, and only when knowledge is grasped by more and more people its value can be used as far as possible. Only when knowledge is unceasingly disseminates, people would innovate unceasingly. So knowledge sharing has significant strategic sense to the enterprise and the society. There are mutual expectations and understandings which are crytic, unofficial and sneaking exist between new employee and organization. And the psychological contract is made up of these expectations and understandings. The psychological contract can affect the new employee's job performance, the degree of satisfaction to his job, emotional investments and loyalty to the organization. This article is attempting to do a research on the influence of organization rales dimension, interpersonal relationship dimension and vocational development dimension in the "organization responsibility" to the knowledge sharing attitude of enterprises' new employee. From the factor analysis of the data which I get from the questionnaire survey, five main factors are extracted which are the relationship among the new employee. The relationship between the new employee and the enterprise, the acceptance from the enterprise, the opportunities given by the enterprise to come into his own, the support from organization rules, and then an integrative index evaluation system and an evaluation model are built. Using the result, the knowledge sharing environment of a enterprise can be evaluated from the angle of "organization responsibility". And the findings can help the enterprise to fully understand the new employee's expectation and request, and to build better atmosphere of mutual trust, mutual respect and mutual return, and better knowledge sharing environment.