Employee Psychological Contract And Relations With Related Variables In Non-profic Organization

Employee Psychological Contract refers the mutual obligation perceived by employees among the reciprocal relationship of employees and organization. It is one kind of non-economic contract between employees and organization. Non-profit organization is one kind of social organization, which is non-governmental, public and co-operative. The commonness of NPOs is organizational, nongovernmental, nonprofit, voluntary, and self-governing. Employee Psychological Contract, as a non-economic contract fits the nonprofit and voluntary characteristics of NPO well, Which can be used to analyze the relationship between NPO and its employees. Furthermore, based on these analysis, suggestions for NPO Human Resources Management can be concluded.The purpose of this study is to analyze the content and structure of NPO Employee Psychological Contract. Then based on the findings, to explore how the NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention. At last, to provide suggestions for NPO Human Resources Management, according to the study's findings.The study is composed by two parts. One is the analysis of NPO Employee Psychological Contract's content and structure. The other is analysis of how NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention.For the study of content and structure of NPO Employee Psychological Contract, the author proposed a three dimension structure model and constructed a questionnaire of NPO Employee Psychological Contract. Reliability and Validity analysis are applied. The modified questionnaire contains 25 items, including "Organization Obligation" and "Employee Obligation". Both include three dimensions:Transactional Obligation, Relational Obligation and Ideological Obligation. For the "Organization Obligation", each of three dimensions contains 4 items. For the "Employee Obligation", Transactional Obligation contains 4 items, and Relational Obligation contains 3 items, and Ideological Obligation contains 6 items. In the inner relations of psychological contract, the relations among "Transactional Obligation" of Organization Obligation and 3 dimensions of "Employee Obligation" is not statistically significant.For the study of relations among NPO Employee Psychological Contract, Employee Job Satisfaction and Turnover Intention, Employee Job Satisfaction was found fully mediate the relationship among Transactional Obligation and Relational Obligation of "Organization Obligation".The demography characteristic partly affected "Organization Obligation" and "Employee Obligation". Staff's gender and marital status did not affect their perception on the mutual obligation, but employees'age, education, work type, working age and past work experience made difference in obligation of psychological contract.At last, HRM suggestion based on psychological contract of NPO employees are put forward, which involve recruitment, training, motivation, and employee communication.