| High degree of information-based competition in the market makes the bottlenecks in the management of enterprises shift from production and marketing to R & D. R&D personnel become the main part of technique and product innovation, but the weak point of traditional incentive makes it hard to inspirit the R&D personnel to create new technology and enhance performance. Psychological contract brings an effective way to inspirit them.This paper combines psychological contract violation with incentive theories. Firstly, this paper has designed questionnaire to measure the psychological contract violation of R&D personnel in the High and New Technology enterprises. Secondly, according to the test, there is psychological contract violation in R&D personnel in HUNAN High and New Technology enterprises. Those picked facts can explain the violation well and have good effect on amortizing violation. Thirdly, according to the difference analysis, R&D personnel in HUNAN High and New Technology enterprises have no difference when considering gender, but have marked difference when considering age, education, position and length of service.At last, this paper unites two classic incentive ideas and the results of the questionnaire, from material and non-material angle to make incentive measure to guard against psychological contract violation, from the two angles of remedying the psychological contract and the establishing a new psychological contract to reconstruct psychological contract, so as to achieve an effective R&D personnel incentives. |
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