An Empirical Research On Psychological Contract And Employee's Performance

Nowdaythe enterprises face the fierce competition, their business environment becomesmore and more uncertain, the corresponding organization also undergoes a great change,whichledtothesignificantchangesinenterprises andtheemployee'semployment.Employeesatisfaction and loyalty of declining, turnover rate increasing, which affected the long-termoperation and development of enterprise and core competitiveness. The essence of thepsychological contract of employees is changed, which responds the employee's workthrough the behaviour, and affects the employee performance. The employee performancerelates to the business goal, therefore, with strengthening the the psychological contractmanagement of enterprise employees to improve the performance level is very important.Foreign scholars began to research the psychological contract theory in the 1960s, the newtheory and new system has been put forward and improvedt, but still exists differences.Chinese scholars on the study of the relationship between psychological contract andemployeeperformancearefew,whichdonotformacompleteresearchsystem.Based on Chinese enterprises for employee performance analysis of the factors affectingthe realistic problem and theoretical aspects of inadequacy, the paper researches the relatedliterature of the performance and the psychological contract, from the three-dimensionalstructure of the psychological contract, the organizational responsibility and employee'sresponsibility are regarded as the intermediary variable, constructing the psychologicalcontract model, studying the influence of the psychological contract to the performance, thenput forward the improvement of the performance management. In the course of the study,through analyzing the psychological scale of Chinese and foreign scholars, which is fromseveraldifferententerprisesinfirst-tiercities,259avalidsamples,thedataisanalyzed. The results indicate that the questionnaire has good reliability and validity, Thepsychological contract not only affect the employee's performance directly and positivecorrelatively, but also through the organizational responsibility and employee's responsibilityinfluence the employee's performance, the organizational responsibility can also affectemployee'sperformancebyemployeeresponsibilities.