Research, Professional Managers Of The Family Business Of The Psychological Contract-based Incentives

As the development of family business, the owner themselves started to aware of their limitation in knowledge and management skills, which in a matter of fact have already brought difficulties and bafflement to the business. According to this demand, the professional manager emerged, but meanwhile the problem of how to incite them followed as well. It has been a problem both in theory and practice that how could the owners incite the professional manager effectively on considering their demands, and how to bind their benefits with the long-term interests of the family business. Grounded on literature research, this thesis took family business in Zhejiang as the object of study, with scientific methods trying to analyze currently incentive situation and conduct empirical research, along with that, figured out how to build effective incentive model on the basis of psychology contract to help implement more efficacious incentive measures on the professional manager.At the very beginning, according to literature research this thesis summarized the definition of family business,professional manager,and psychology contract as well as the currently incentive situation both at home and abroad. And next step was by means of questionnaires finding out the concerned factors related to psychology contract of professional managers and the pessimistic incentive situation in practice. In empirical analysis, the author divided factors related to psychology contract into four dimension: working condition,salary and welfare,learning and development,communication and relationships, and through the analysis we found out that professional manager had a higher expectation to salary and welfare as well as communication and relationships while the rest tow dimensions were not so satisfying.Then on the fundamental of the empirical analysis, the author carded the effectiveness of four different factors and made up a competitive more efficacious incentive model in which the owners would constantly adjusted their incentive measures accord with the effect assessment, and strived to attain best incentive effect. Then, verified the model by the relative software and got a conclusion that four dimensions had a strong ability to explain the satisfactions of professional manager to incentive situation, and, had a better relativity to general satisfaction.Last but not least, according to relative theories home and abroad about this area as well as the conclusions got from empirical analysis, the author tried his best to bring out five countermeasures to deal with this problem.