Research On Factors Of Psychological Contract's Influence On Staff Performance

Psychological contract and employee performance are getting more and more attention, and their roles are more and more important. Research on Psychological contract's impact on employee performance have gotten a high priority, whether in practice or in academic fields. This study aims to carry on the research about how to effectively use psychological contract to improve staff performance levels in the context of Chinese empirical study, so as to provide reference for enterprise management.So far, the related studies of relationship between psychological contract and employee performance have also not deep enough both in China and abroad, particularly scholars in China have not carried on more in-depth research of relationship between psychological contract and employee performance, particularly relevant empirical research is less. In addition, ways of research on the division of psychological contract dimension also are different. And in the past study of the psychological contract's impact on staff performance, the performances are mostly not specific and detailed. Therefore, study of the psychological contract's impact on performance has not come to the same conclusion. But according to the related research, Chinese scholars have not carried on empirical study of extrinsic contract and intrinsic contract's impact on task Performance and contextual Performance by using questionnaire.This article is based on the specifying psychological contract and staff performance, and this paper analyses extrinsic contract and intrinsic contract's impact on task Performance and contextual performance. This makes the angle of this chosen dimension relatively new. The value of this paper lies on that ways of dividing the psychological contract to extrinsic contract and intrinsic contract can provide a good understanding framework for organizations, so that organizations could recognize the needs of employees and contribute to organizations of seeking to more effective means to meet those needs. Through extensive literature review and logical reasoning, this paper put forward to the theoretical model of psychological contract's impact on employee performance and proposed hypotheses. Issued to the company's employees through the questionnaire, we actually survey and collected 205 valid data. Then we carried on the empirical analysis by using SPSS17.0 statistical software to analyze these data, we analyzed and discussed the results .The paper reached the following conclusions:1,Since many of the relevant literature have validated the existence that psychological contract has positive influence on employee performance, but these documents come to this conclusion by selecting different views and different dimensions of psychological contract. Kickul and Lester (2001) divided the psychological contract into extrinsic contract and intrinsic contract, based on these dimensions, this article empirically analysis that psychological contract has a positive significant effect on employee performance.2,This study believes that choice of extrinsic contract and intrinsic contract can effectively exclude many personality factors of the psychological contract when we carry out empirical research. Extrinsic psychological contract is related to the finishing of the work, and involved in commitment made by organization related to the finishing of the work. But Kickul and Lester did not directly carry out study of extrinsic contract's influence on staff performance, so this paper starts research about this. This hypothesis test results indicate that extrinsic psychological contract has a positive significant effect on employee performance. The assumptions results also shows that extrinsic psychological contract both have a positive significant effect on Task performance and Contextual performance.3,Intrinsic psychological contract is related to the nature of the work, and involved in commitment made by organization related to the nature of the work. But the existing literature and analysis did not directly carry on research about intrinsic psychological contract's impact on staff performance, so the paper starts research about this. This hypothesis test results indicate that intrinsic psychological contract has a positive significant effect on employee performance. The assumptions results also shows that intrinsic psychological contract both have a positive significant effect on task performance and contextual performance. 4,Intrinsic and extrinsic psychological contract involves in different levels and respect of psychological contract, according to regression analysis. They are related to short-term and long-term psychological contract relationship respectively between employees and organizations. The results showed that the two have different effects on employee performance. In summary, if the enterprises maintain and continually develop a balanced relationship between themselves and staff in the psychological contract terms, it will help improve the staff's task performance and contextual performance.Finally, according to the research results, this paper proposed the following management recommendations.1,Enterprise should have reasonable incentive pay and benefits motivation to employees.One of the fundamental factors of extrinsic psychological contract's the content is salaries and benefits, and salaries and benefits contribute to the motivation of employees, which is the direct source of survival needed by employees, salaries and benefits guarantee the sense of security and the protection of employees'belonging to enterprises .2,Give employees the autonomy of work, and make the staff have decision-making.Involvement and autonomy of employee is an important factor in the content of intrinsic psychological contract. Therefore, in order to improve staff performance, enterprises need to work on aspect of the psychological contract; it should give employees more autonomy, increase employee participation in decision-making. These measures will have a positive impact on motivation of staff, and will help improve staff performance.3,Focusing on staff development, to establish a reasonable system of career planning.The enterprise should focus on staff development, and work hard to establish a reasonable system of career planning. They should not simply use incentive theory and blindly carry on material, spiritual motivation on the staff. Enterprises should also continue to increase staff training and career development job training, so that employees can realize continuous development of their own in the development of enterprises. 4,Continuously understand the needs of employees, to establish communication mechanisms.Employee needs are constantly changing, so enterprises must continue to understand the psychological needs of employees, according to the psychological needs of employees they should continue to adjust themselves'responsibility to the staff. Enterprises should strive to build an effective communication mechanism between enterprises and employees.5,Guide staff to achieve reasonable expectations on their jobs.In order to improve staff performance, it doesn't just need enterprise to make efforts, enterprises also should make staff changes their cognizance, and guide staff to reasonable expectation levels on their jobs.Finally, this article put forward the shortcomings and deficiencies in the process of this study, and pointed out the directions of future research.