The Research Of New Employees's Psychological Contract Based On College Graduate

Since Reformation and Opening, especially after China entering into WTO, the development of China's economy has accelerated. Being drived in the this big trend, enterprises are in unceasing expansion and increasing quantities. In addition, more and more overseas-funded enterprises make investment and seek development in China. The market competition are growing and growing. In this intellectual economy days, the key competition between the enterprises is the competition of talent people.Onlywhen you are controlling the brain you can won in market competition active, win first machine. However, the talent market has not kept up the rapid economic development. Supply of high-level talent in serious shortage. Booming economy has caused many enterprises, especially large enterprises are in serious "shortage of talents." Many companies have been aware of this, and attach great importance to human resources.One important way is the campus recruitment. Almost every year, there are large-scale campus recruitment activities in electrical giant international Company in China such as ABB,Siemens,Schneider Electric and Domestic Electric such as XJ, Huawei Technologies, SUNTEN.Talent through campus recruitment are "special new employees". They have good aspirations, self-confidence.they are knowledge workers short of work experience.Usually they expect too much.Then they would come into being undue trauma. The first one or two years after graduation will be the conflict between employees and organizations with multiple phase. So it is the crucial period to establish harmonious relations between them. However, the labor contract can only solve the problem can be expressed in writing and can not solve all of the problems. The employees's responsibilities and expectations of organizations and the organizational expectations of employees can not be written out. Perception of the responsibilities forms the psychological contract between them. In order to survive the "run-in period" and retain the talent, the psychological contract research of employees are significant for human resource management. In this paper, the new psychological contract theory is applied to management of new employees, using spss15.0 to do the descriptive statistical analysis to Investigate how College Graduates employees perceive organizational responsibility and employee's responsibility.Then this paper analysis the data differences based on demographic variables. Finally, correlation analysis and regression analysis of the main variances are made and draw conclusions.It is divided into five chapters as a whole:Chapter I is introduction.It mainly describes the research background, purpose, significance, study methods, the structural arrangements and possible innovations. Chapter II is about literature review. Section I is the theoretical basis of psychological contract. Section II is the theory review of psychological contract research. Section III is about the theory of psychological contract violation and the relationship between psychological contract violation and organizational effectiveness. Finally a brief commentary is made. Chapter IV is empirical analysis. Include descriptive statistics, Deffierence Tests, correlation analysis and regression analysis. Chapter V is conclusions and outlook. Empirical results are summerized and proposals are advised. The shortage of the study and future research directions are also discussed.