Research On Motivation Of Enterprise Staff Based On Psychological Contract Perspective

Incentive is a permanent subject for businesses. Confirming of appropriate incentives which businesses adopt is a reliable cut for incentives to works effectively. The role of incentives is the comprehensive outcome of multi-factors. Distinct enterprises with their specific situations should take specific incentives. Incentives regarding employees psychological factors, which are based on Psychological Contract Perspective, will make reasonable match of means and objects. It is one of the more effective incentive ways.Reviewing motivation theories in management, economics and Psychological Contract, the paper analysis's the necessary relationship between the motivation theory and Psychological Contract theory. as a inter-media of motivation system, psychological contract incentive is a connection of single person and organization. The contract closely incorporate the humanity assumption of motivation theory with the specific conditions of employees, enriching and strengthen formal contracts, compensating their distances, making businesses incentive measures more aiming and effective. Meanwhile the maintenance of contracts relates to employee's acknowledgement to a greater extent, and is a critical effect on ascription. Ascription takes effect on the fundamental of Psychological Contract directly, that is trust. Conversely employee's trust on organizations affect the validation of organizations' incentive measures. Consequently, there exists an intrinsic relationship between psychological contract incentive theory and motivation theory.Taking enterprise E as an example, the paper survey application approaches for employee motivation based on psychological contract incentive. In the period when it attempts to run independently and step into market, the enterprise E has taken many incentive measures, and tried to gain some breakthrough. For some complex reasons, these measures have taken effect to a scale, meanwhile miscellaneous problems emerged, even yielding converse products, leading to much controversy and deviation. In the progress of discuss, the article tries to identify some technologies that may be put into use of motivation in the term of psychology consultant, so as to increase match level between motivation measures and psychological contract, compensate their gap, which can be regarded as an innovation.