Staff Psychological Contract And Its Evln Behavior Of The Relationship Between Empirical Research

Today's knowledge economy and economic globalization, human resources as the most important resource is self-evident. The company lives in the environment with more and more competition. Annexation, bankrupt and reshuffles happen occasionally. Meanwhile the human resources competition promotes, which give more pressure to personal while working or unemployment. Because of these, employee becomes less loyalty to company, core-staff loss increase, and moreover some employee has disruptive behavior, which disturbs company's lead and manager. Therefore, it is the key point how to enhance Human Resources Management to rise degree of satisfaction and organizational logical.Mean while, as the development of the society, increased standard of living and transformation of personal values, it is difficult to satisfy employees only through material encouragement. Therefore, the management needs to care employee more from psychological.The thesis analyze organization's obligation how to affect the employee's behavior from employee's mind and also add mediating effect to organizational commitment. The thesis tries to help company managers to supervise employee from psychological Contract.Through literature research methods, a theoretical model of the impact of psychological contract on employee behavior is proposed, organizational commitment is added to the model as an intermediary variable. By questionaire survey on some enterprises in Changsha, Guangzhou, Shanghai and other six cities 207 valid questionnaires were collected. A statistical analysis of the data is conducted, and the main conclusions of this study are as follows:Firstly, verified the validity of two-dimensional structure model of organizational responsibility of employee's psychological contract. In this study, Chen Jiazhou's (2003) two-dimensional model of the psychological contract has been used, after analysis it is found that this moedel is stable and reliable.Secondly, assumptions of the mechanism of the two-dimensional structure of the psychological contract on four-dimensional structure of employee behavior and its correlation between the structure have been verified. Psychological contract does exist a relationship with the four kind of employee behavior, psychological contract predict the four kind of employees behavior.Thirdly, the organizational commitment play a intermediary role between the psychological contract and the employees quitting-behavior; the organizational commitment play a intermediary role between the psychological contract and the employees organizational loyalty behavior; the organizational commitment did not play a intermediary role between the psychological contract and the employees calling-behavior; the organizational commitment did not play a intermediary role between the psychological contract and the employees organizational ignorece behavior.Fourthly, there isn't significantly difference in gender, education, work experience and position for psychological contract, but there is significantly difference in age, marital status, nature of work units for psychological contract.