Labor Contract Characteristics Of The Employee Psychological Contract And Its Performance Cognitive

Since psychological contract were introduced management field at 19th century 60's, with the development of time and social change, psychological contract has become one of the focus subjects in the field of organization behavior and human resource management.The promulgation of the new "Labor Contract Law" provides legal environment for the human resources management of enterprises. But the researches from the perspective of law about the effecting factors of the psychological contract of employees is quite limited, and especially lack the study of the "Labor Contract Law" effect on the psychological contract.This article firstly reviewed the literature of psychological contract at home and abroad, including its concept, features, and dimensions. Other related theories used in this study are also reviewed. Secondly, according to research and study purposes, a research framework was developed with related hypotheses. .Thirdly, through the network survey, research data reported by 162 respondents in Chinese enterprises in Chengdu were obtained, which comprise of individual demographics, information of their labor contract, the ownership type of the organization they are working for,: labor contract feature of employee's psychological contract, perception of psychological contract, and its fulfillment.And statistical analysis software tools were used to conduct factor analysis, correlation analysis, and variance analysis to test the hypotheses put forward in the research framework. The main findings are: (1) the legal dimension is correlated with the three dimension of psychological contract (interpersonal, normative, development); (2)some factors like work experience, position, type of the contract, etc. will affect employee's perception of psychological contract and its fulfillment; (3) there exists perception gap between, employee's perception of psychological contract and its fulfillment .Furthermore, based on the results of this study, this dissertation put forward relative suggestions from to the perspective of psychological contract management on expanding modern enterprise human resource management concepts, methods, and building a harmonious labor relationship. These advices are helpful to enhance company's achievement by transfer employee relations management from a simple one to a systematic management of the psychological contract in order to form the core of the depth of management to provide a reference for conversion. Finally, the limitations of this study were explained, and the future developments of this research were discussed.