The Positive Study On Labor Relations Management Of Non-state-run Enterprise Based On Psychological Contract Theory

30 years of reform and opening up, non-state-run enterprises have been expanding economy, which has played an important role in optimizing resource allocation, increase economic efficiency and the maintenance of balance between supply and demand, increasing employment, stabilizing society. It has become a source of economic development in our country. But along with non-state-run enterprises to increase the number of human resources, there are many problems in labor relations management, for example low remuneration, poor working environment, etc., resulting in private business labor-management conflicts, the imbalance of labor and management. These problems become a bottleneck restricting development and growth of non-state-run enterprises.Psychological Contract at 60's in the last century was introduced into the management field. Although it is invisible, it plays a huge performance in the organization. When employers and employees establish a good psychological contract and achieve spiritual understanding , Psychological Contract will have a positive impact on improving the labor relations. The introduction of Psychological Contract to labor relations management in non-state-run enterprises can promote both employers and employees to find common goals and values, enhance mutual trust, and reduce labor conflicts and contradictions. So it can help non-state-run enterprises to improve labor relations, and to promote its harmonious, healthy and sustainable development.In this study, defining the scope of non-state-run enterprise is as the starting point. The article is object to non-state-run enterprises, which is based on Psychological Contract theory and Labor Relations theory, summarizing the related research scholars of domestic and foreign scholars. That inculcate several methods include literature analysis, Delphi method, factor analysis, regression analysis and correlation analysis. The article which is based on theoretical analysis and Psychological Contract theory main studies on labor relations management in the non-state-run enterprises. This study designs factors questionnaire about labor relations management in non-state-run enterprises, including 20 elements of employee responsibility and 18 elements of employer responsibility in the matter of Psychological Contract. The investigation is based on the managers and staff levels of 6 non-state-run enterprises in Qingdao. The study comes to the following conclusions: Psychological Contract responsibilities of employer& employee include contract expectations responsibilities and expectations of responsibility for one-way in non-state-run enterprises. Employer of the employee contract expectations responsibilities have the most relevant performance with employee fulfillment of Psychological Contract responsibilities. High expectations contract expectations have a large incentive effects on employee fulfillment of Psychological Contract responsibilities. Employer performance and employee fulfillment of Psychological Contract responsibilities are positive correlation. According to the actual situation of labor relations in non-state-run enterprises, the study enterprises the composition and fulfillment model of employer & employee's Psychological Contract responsibilities in the non-state-run enterprises, proposes to build the people-oriented philosophy, establish an effective incentive mechanism, enhance communication to create common values and treat Psychological Contract expectations of responsibility for one-way in the correct way and provides a concise ideas for improving the labor relations of non-state-run enterprises.