Improve Employee Satisfaction Research, Based On The Psychological Contract

Employee psychological contract refers to the mutual obligation perceived by employees among the reciprocal relationships of employees and organization. Compared to economic contract, psychological contract is also a dominant factor to the attitude and obligation of employees although most items of psychological contract are ambiguous and implicit. Psychological contract, therefore, is one of the important research topics in the field of human resource management and organizational behavior. As the emotional reaction during the process of doing the job, the degree of job satisfaction influences the performance, attitude towards the job and turnover intention of the employee directly, affecting the customer satisfaction and loyalty indirectly. So it is meaningful to study how to promote employee satisfaction in terms of psychological contract.The article begins with a summary of relative researches. And then the research distributes questionnaire to 270 people and collects 228 valid questionnaire. Using descriptive statistics analysis, factor analysis, regression analysis and variance analysis etc to analyze the materials, the research draws the conclusion that there is a close link between psychological contract and job satisfaction, and then discusses the impact of the population statistic variables towards psychological contract and job satisfaction. At last, on the basis of empirical analysis, the article combines the practice with theories together and puts forward a model which is about how to promote job satisfaction building upon psychological contract. The model connects the formation of employee satisfaction and the management of psychological contract, and then presents some specific measures which can be used as references by managers to know about the psychological movements of employee, encourage them effectively, promote employee satisfaction and improve the operation and management of the enterprises.