Organization Employees Psychological Contract Research

The aggravating market competition makes a lot of companies realize gradually that the employee is the factor which has the most vigor and creative ability, which is the most precious resource of enterprise and the foundation of enterprise development. Therefore, how to strengthen employee's psychological contract factored of individualism and the market directions by the society emotional dimensionality (such as credit , loyalty, promise etc.) and cognition dimensionality has become the focus of the academic circles and the management circles . Athough the abroad scholar's researching about psychological contract is already extraordinary mature, domestic researching in this respect is not very perfect since the starting is late, especially the demonstration study about psychological contract is very few . That has also restricted the further research of psychological contract in our country.For this purpose , to carry on the demonstration studying on a domestic telecommunication enterprise ,this essay started from discussing the documents about the psychological contract, elaborated the definition of psychological contract and organizational justice(payment justice and promotion justice),brought out four study hypothesis of psychological contract : the higher recognition of the distribution justice of payment, the lower breach of payment contract ; the higher recognition of procedural justice of payment, the lower breach of payment contract ; the higher recognition of distribution justice of promotion , the lower breach of promotion contract ; the higher recognition of procedural justice of promotion , the lower breach of promotion contract ; Based on the study hypothesis, this essay defined the variables , drew up questionnaire.The Statistic analysis of the sample verified the four study hypothesis put forward in this research basically.This study has filled in the blank of demonstration study about psychological contract on domestic telecommunication enterprises ; verified that four hypothesis about violation are applicable to other domestic organizations .This research has reached the following important conclusion: The recognition of the distribution justice of payment is more important than the recognition of procedural justice of payment,the key factor of influencing the breach of payment contract is the recognition of the distribution justice of payment; The recognition of procedural justice of promotion is more important than the recognition of distribution justice of promotion, the key factor of influencing the breach of payment contract is the recognition of procedural justice of promotion; Promotion justice recognition is higher than payment justice recognition, the employees pay more attention to payment than promotion.