Research On Job Satisfaction Of Knowledge-based Employee Based On Psychological Contract Theory

At present, the securities industry has become an important industry in the national economy .Since the coming of knowledge-based economy, the management of knowledge-model employees has became a core issue. Compare to general staff, knowledge workers have their different characteristics, so their management should be more emotional and psychological, including understand their thinking, as well as their expectations. The psychological contract is just a proper link between the organization and the staff.At present, literatures and empirical studies about research on job satisfaction of knowledge-model employee based on psychological contract theory are still very limited. This article is about to explore the relations of psychological contract and job satisfaction. Hope that it will provide useful help to both of the future research and the human resource management in Enterprise.In this paper, correlative information are gather from Jilin university library and Network database. By recalling relative theories and existing research, the questionnaires are being made, then choose a suitable sample to investigate, use SPSS to analyse those collected data. At last, the suggestions are given according to the conclusion and also set forth the shortage and prospect in the future.This paper divided into five parts.The first part is Introduction. This part introduces the background and the purpose of the study, the significance of the study. Also the structure and the framework. The main purpose of this study is to explore the various dimensions of Psychological Contract impact on job satisfaction of the securities industry employees, in order to determine which dimension has the most impact, at the same time make recommendations to improve the knowledge workers'satisfaction, to provide reference for enterprises. The significance of this study is: through the sum of the literature and summarize of the theory and empirical research to identify the impact of psychological contract on job satisfaction, so as to lay a theoretical foundation for practice for the securities industry to enhance knowledge -based staff job satisfaction for reference.The second part is literature review. Mainly include the development of the concept of Psychological Contract, the dimensions of Psychological Contract, the definition of knowledge-based employees, the concept of job satisfaction, the factors impact on job satisfaction. Through access to periodicals, Internet information, the previous research results were reviewed and summarized as a foundation for the next part.Part III is divided into research and design. Mainly on the definition of key terms, study assumptions, and introduce the contents of the questionnaire.In the concept of Psychological Contract, this paper uses Rousseau's definition, that is, individual's understanding and faith of mutual obligations in employment relation base on promise,trust and perception. As for the concept of knowledge-based workers, it is a combination of Peter.Drucker (1959) and Huang He (2001)'definition, that a knowledge-based employee will be good at computer, understand technology, to master and use of symbols and concepts, use of knowledge and information over the work and of a staff of post-secondary education. The concept of job satisfaction, the paper tends to Cavanagh's view that job satisfaction is a subjective feeling of staff, is the extent of the love of his work shown by individuals.Based on literature review, this paper presents the following three assumptions:H1: Psychological Contract and job satisfaction significantly correlated.H2: The various dimensions of psychological contract have different impacts on job satisfaction.H3: The development dimensions affected job satisfaction the most .In this paper, we choose knowledge-based employees in securities companies for the object, in Harbin, Changchun, Beijing, Shanghai and Shenzhen. The questionnaire is designed mainly reference to Rousseau's "psychological contract questionnaires," and Chen Jiazhou's Psychological Contract Scale projects, including three dimensions which are the transaction dimension, the relationship dimension and the development dimension.Part IV is divided into data analysis, including the validity of the questionnaire and the reliability analysis, descriptive statistical analysis, Pearson correlation analysis and regression analysis.First, using factor analysis to analyse the validity of the questionnaire, after extracting the common factor, we found the factors are discrepancy between the sum of the factor in literature review, and through adjustment, the questionnaire's validity and reliability are very good. Through descriptive statistical analysis found that the current knowledge-based employees'psychological contract and job satisfaction are at the general level. In psychological contract, the three items'score are lower- "the company help me to develop career planning", "benefits are very satisfied "and" at work I had the opportunity to participate in decision-making" .Through the correlation analysis found that Psychological Contract and job satisfaction have significant positive correlation (r = 0.711 (**), Sig = 0.000), also the three dimensions of psychological contract and job satisfaction are significantly correlated. Among them, the development dimension and job satisfaction has the strongest positive correlation, the correlation coefficient reached 0.707, the relationship dimension of the second, the relative dimensions of the weakest. According to the results of regression analysis, the development dimension affect job satisfaction the most, in the development dimension, the four items that affected job satisfaction the most are: "In the work I have the opportunity to play my own" , "the company endow me important duties ", "the company provided me with broad space for development" and "at work I had the opportunity to participate in decision-making".The fifth part is the conclusion of the study, including a summary of the findings, recommendations from the perspective of psychological contract to improve job satisfaction of knowledge workers and the limitations of this article.First of all, the findings are summarized and summed up, according to research findings, this paper put forward recommendations for the securities industry to improve the knowledge-based employees'job satisfaction, including: give self-determination to the knowledge-based employees, given them responsibility; let them participation in decision-making; to do a good job for their career planning, give them broad space for development; pay great attention to the welfare, implement flexible work systems, and create a relaxed and comfortable working environment. Finally, this paper summarizes some of the limitations, such as the limitations of the concept of psychological contract, the limitations of the scope of the study, the sample is not extensive, and so on.