The Research Of College Counselors' Job Satisfaction And Job Performance Based On Psychological Contract

With the increasing enrollment of students in colleges and universities and the highlighting psychological problems in the contemporary college studies, the instructor plays an increasingly important role in campus management. As cords between college and instructor, the level of the attainment of the psychology contract is an important factor that affects instructor on job satisfaction and job performance. This research based on previous research, with the theory of document data and questionnaire investigation, and developed the psychology contract questionnaire for instructor which referred to the existing foreign questionnaire. Several statistical methods, such as factor analysis, variance analysis, correlation analysis, regression analysis, were used to analysis the relation about job satisfaction, psychology contract and job performance in this study. And introduce perceived psychology contract as mediator variable, which explore the indirect effect of job satisfaction on the job performance. The article gives the result:(1) The psychology contract questionnaire for instructor is composed of three dimensions, material blessings ( 7 ones ), personal development (11 ones ), interpersonal relations ( 7 ones ). The scale is of satisfactory reliability and validity. The whole scale's Cronbach's Alpha is 0.925, and the coefficients for each factor range from 0.821~0.918. The results of confirmatory factor analysis show that all indexes are good. The scale also had good Construct validity.(2) The psychology contract has significant effect on job satisfaction and job performance. And the personal development is more significant than other dimensions. Age and service year have an influence on job satisfaction, psychology contract and job performance, while gender not.(3) The multivariate regression analysis illustrates that psychology contract works as mediator between instructor's job satisfaction and job performance. In other words, job satisfaction exerts an indirect effect on job performance through the psychology contract. Based on the conclusions, the study suggests college administrators increase instructor's job satisfaction and job performance effectually by which college administrators should manage the volume of the psychology contract according to individual psychological needs and expectations to increase the satisfaction degree of instructor's psychology contract first.