A Research On Establishing The Psychological Contract Between Enterprises And Their New Comers

To obtain and maintain talents is crucial point of achieving competition advance for a company nowadays. And the main job of Human Resource Department focuses on how to motivate the talents to their best and how to obtain the talents with least cost as well. With the expanding of the college students in our country, every year the graduates become the target of the company's recruitment. However, recent years some students broke their promises even after they signed the agreements with the company. This brings company lost, sometimes huge for they have to find someone else or their job plan being affected.How to reduce this kind of reneging is a challenge job for HR. Compared with others the graduates have their own traits, and they are called "newcomer" in this article. They may confront more competitors when getting a job and at the same time more choices of the jobs. They usually hesitate when make a decision because they are not sure about what they really want. And there is a long period of time between they signing the agreement and checking in. Then companies should take some action according to the characters of these newcomers, and make sure they would check in at the right time. Through investigating the newcomers with questionnaires and interviewing some students who are representative, and based on the data and results we collected, this article analysed the value of the expectation to a new job of the students and made some conclusions according to the different group of students. Then the article offered some suggestions to reduce the rate of reneging of the newcomers be by using Psychological Contract theory.This paper consists of six chapters. Chapter one introduces the background of this research and the concepts of newcomer and points out the new staff to be reneging issue. Chapter two makes some theoretical research and literature review introducing some relevant theories of Psychological Contract including its contents and how to form the Psychological Contract. Chapter three expatiates the demonstration research. The demonstration research for this article includes two aspects, both quantitative research and qualitative research. Then Chapter four describes the quantitative research in detail and analyses the data collected from the questionnaire. Chapter five discusses the conclusion of the results based on data analysis and brings in Psychological Contract theory and expatiates the relationship between the investigation results and the theory. Chapter six consummates the conclusion through complementing the qualitative research and offers the suggestions to the solution of reducing the reneging rate of new staff to be. At the end poses the lack of this article that the results of the demonstration research may not be representative enough.This article sums up many scholars' researches and makes some innovative research. First this article using Psychological Contract theory as carrier to establish the policies for reducing the reneging rate of newcomer. And the questionnaire designed for this article also can be used as a tool to know the value and the thoughts of the new staff, and make the right plan for them.