Study Of The Psychological Contract Of Knowledge Workers In Private Enterprise

Private enterprises as a new force of China are not only a great contribution to national economic value, but also provide a lot of jobs, but at the same time there is a serious employment crisis along with it. According to a survey of the situation of employee mobility: in various types of enterprises, "quit rate" of the private enterprises is the highest. Especially to knowledge workers, private enterprises often do not know how to manage and motivate them.Knowledge-based employees generally well educated, and their needs are different from the general staff'.However, psychological contract as an implicit expectation, is become to a psychological link to contact staff and organization and a bridge to research hidden demand of knowledge workers.Therefore, this paper through the literature research and empirical research methods carried out investigation and research to the content, implementation and destruction of psychological contract of knowledge-based employees of private enterprises of Qingdao, with a view to reveal the characteristics of them, so as to private business strategies to attract and support the talent. There are three main conclusions following:First, the content of this kind of psychological contract not only have key factors of traditional psychological, but also have many new features. First of all, the material element is still the most important factor in staff. Secondly, the training and education opportunities, respect and recognition, independent work and good team atmosphere these high-level employees need are being an important aspect of psychological contract, while the long-term job security and a wealth cultural and recreational life is no longer the main contents. Finally, for the responsibility of employees in the organization, more emphasis is on the work-related responsibilities for the knowledge-based employees.Second, the implementation of this psychological contract can be divided into two aspects: on the one hand, in the responsibility of organization to employees, some important factors are not performed well, while some less important factor are performed better. For example, the degree of the implementation in wages related to positions, training, educational opportunities and fair treatment of employees and so far, is much lower than its importance, while in signing long-term contracts, providing stable jobs and goals and direction of work, is much higher than its importance. On the other hand, on the responsibility of employees to the organization, the degree of the implementation and the importance are in line.Third, this psychological contract is serious damaged, the majority of elements have been damaged in varied degrees, of which suffered the most severely damaged were as follows: providing training opportunities, caring for the lives and feelings of employees, fair treatment of employees, providing wages related to positions.In response to these problems, this paper combined with the characteristics of private enterprises of Qingdao, proposed a number of constructive measures and recommendations, such as constructing a reasonable share of reward system, innovating personnel system of private enterprises, fostering life-long employability and building a people-oriented corporate culture and so on, hoping these measures will promote to develop a good relationship between knowledge-based workers and private enterprises.