The Research On Psychological Contract's Effect On The Performance Of Employees Of Small And Medium-Sized Enterprises In Jiangxi Province

With the development of economic internationalization and society diversification,the market competition is been rapidly intensified, talents are the key to keep enterprises'compet- ition advantages. How to reduce administrative expenses, develop human resources'potential to the utmost and increase management efficiency are becoming the urgent problem that enterprises have to deal with. Because of small scale and imperfection of management system and others, small and medium-sized enterprises'operation largely rely on employees'initiative, employees play an important role in the development of small and medium-sized enterprises. As the bridge which connects staff and enterprise, psychological contract being embodied in staff's behavior and attitude,thus has significant impact on employee's performance, which is the important aspect that concern whether the enterprise can achieve its'strategic objectives. It is of vital importance for enterprises to guide and motivate employees to development psychological contract which is favorable to enterprise's operation and thereby improve employees'performance.On the basis of intensive study of literature relevant to psychological contract and performance, this paper has established a theoretical model on the relation between psychological contract of employees in small and medium-sized enterprises and performance and research hypothesis, by making reference to questionnaire of related research at home and abroad carrying on employee interview, and then developed questionnaires that put into use in the formal survey after the process of preliminary test, reviseand so on, carries out investigation to the 486 employees who are selected from 10 small and medium-sized enterprises of Jiangxi province. In this research, data collected by questionnaire are analyzed by SPSS17.0 with methods of descriptive statistic analysis, exploratory factor analysis, reliability analysis, independent-samples T test, one-way analysis of variance, correlation analysis and regression analysis, the paper analyzes the dimensions of employee's psychological contract and job performance, and tries to cause a heuristic argument exploring the relation between employee's psychological contract and job performance. The main conclusions of the research are as follows:First, for employee psychological contract, organization responsibility has four-dimension structure which is composed of four factors-organizational system and climate, work support and feedback, economic transaction, learning and growth ; employee responsibility has three-dimension structure which is constitutive of normative responsibility, loyal responsibility, innovation and progress. For job performance, it has four-dimension structure which is made up of four factors-work engagement, interpersonal promotion, devotion to organization, ability investment.Second, there are no significant differences of sex on employee psychological contract, job performance and their dimensions. There are significant differences in employee responsibility and employee psychological contract among different age brackets. There are significant differences in economic transaction and employee responsibility among different educational background brackets. There are significant differences in organizational system and climate, normative responsibility among different work experience brackets. There are significant differences in organization responsibility and devotion to organization among different post level brackets.Third, there is a significant positive correlation between employee psychological contract and job performance, and employ psychological contract has significant effect on job performance and distinct function to predict job performance.Fourth, there are significant positive correlations between each dimension of employee psychological contract and job performance. Thereinto, economic transaction, work support and feedback, normative responsibility have significant function to predict job performance.Fifth, there are significant positive correlations between each dimension of employyee psychological contract and each dimention of job performance. Thereinto, economic transaction, work support and feedback have significant function to predict work engagement; work support and feedback, organization system and climate have significant function to predict interpersonal promotion; loyal responsibility, normative responsibility have significant function to predict devotion to organization; innovation and progress, learning and growth, organization system and climate have significant function to predict ability investment.