Chengdu At The County Level Mobile Service Workers And Contract Workers Comparative Study Of The Psychological Contract

Psychological contract has attracted enormous attention in management research and practice. When a new employee joined a new organization, he would sign a written contract with his employer. At the same time, he will also form an implicit expectation about his job and the company, which is named psychological contract in many research literatures. It means that to employees' perceptions of what they owe to their employers and what their employers owe to them. Psychological contract is playing an increasingly important role in contemporary employment relationships. It has great effects on the job satisfaction and work behaviors of employees. With the rapid development and dynamic changes in most Chinese organizations, the possibility of psychological contract breach has increased in recent years. Psychological contract breach will lead to various negative work behaviors such as low citizenship behavior, low job satisfaction and performance and increasing of turnover. All of these reasons make the good management of psychological contract an important field for researchers and managers.This study aims at several aspects: exploring the structure and inner relationships of employee psychological contract in Chinese business organizations; understanding the cognitive gap between the content of psychological contract from the perspectives of employees and organizations. especially studies the difference of Contract Psychological between labour service staff and formal staff.In order to do research,based on existing studies ,we constructed a questionnaire of psychological contract. The sample came from china mobile company of chengdu. Using confirmatory factor analysis, Correlation Analysis and regression analysis ,we did empirical research based on data came from 469 avail questionnaires. The results indicated that: the organization of the responsibility of the staff consists of two dimensions, namely the security responsibilities and trading responsibilities, the staff of the organization's responsibility only one dimension, also found that the responsibility of the organization and the responsibility of the staff had a notable impact on attitude of the staff. At the same time we found that formal staff and labor dispatch staff have no significant difference in staff responsibilities, organizational satisfaction, job satisfaction ,but have significant difference in corporate responsibility, emotional commitment and the Tendency of Employee Demission .Respectively for the two categories of employees,We found that the psychological contract dimensions of the two categories of employees are different. Labor service workers had two dimensions in staff responsibility, and contract workers had two dimensions in Organizational responsibility and tendency of employee demission. In an enterprise that, due to different categories of employees, there will be psychological contract staff on the difference.Finally, we had a summary of this paper, and we made some suggestions to the enterprise's human resources management.