The Knowledge Employee Satisfaction Studies Based On The Psychological Contract In The IT Industry

With the coming of the era of market economy, the employee and enterprise stability of psychological contract relationship in planned economy has changed greatly. With the constant development of economy and the improvement of science and technology, Knowledge economy has become an important symbol of modern society and knowledge workers has become a group of common concern in recent years, Because of the knowledge worker's some special characteristics, maintain the psychological contract relationship between the enterprise and employees in order to improve the knowledge staff degree of satisfaction and reduce the wastage rate has become the main goal in human resource management. IT industry is a typical knowledge workers as the core business, so in this paper, the IT industry as an example, a combination of theoretical and empirical study of research methods to explore the relationship between Psychology contract and job satisfaction of knowledge workers, and hope for the country's knowledge workers' psychological contract and job satisfaction provide some references for the study.This article is from the employee's psychological contract perspective, that is, from the "organizational responsibility" unilaterally to study the relationship between psychological contract and job satisfaction of knowledge workers. In empirical research, using the questionnaire method, this article carried on several IT companies of 200 knowledge workers a questionnaire survey in the region of Beijing, Tianjin and Tangshan.176 questionnaires were recovered and 165 questionnaires were valid.This paper analyzes the data using statistical software SPSS17.0.Through the ability and validity testing, descriptive statistical analysis, different demographic variables to its analysis of the difference, correlation and regression analysis, the conclusions were reached:1.Different demographic variables on the psychological contract and job satisfaction of some of the factors were significantly different. Sexing on the normal form of the psychological contract were significantly different. Age, type of specification and development of psychological contract type were significantly different. Degree of development of psychological contract, job satisfaction and their satisfaction with work environment significantly different. Type of standard working hours of the psychological contract, interpersonal type of psychological contract, the development of psychological contract and the type of work environment satisfaction were significantly different.2.The psychological contract of knowledge workers in various form factors and job satisfaction among the various constituent elements were significant correlation.3.Part of the psychological contract elements have significant influence on ob satisfaction elements of the various elements. Type of psychological contract specifications, interpersonal type and developmental factors had a significant impact on satisfaction with the work itself. Interpersonal psychological contract type and developmental factors satisfaction had a significant impact on the working relationship. Psychological contract specifications, human factors inter-and development-oriented had a significant impact on work environment satisfaction.The innovation of this article:1.Domestic and foreign knowledge workers as objects to study the psychological contract and job satisfaction study of the relationship is relatively small. In this study, there are innovations in this regard to this particular group of knowledge workers for the study to explore the psychological contract and job satisfaction relationship between the two, and to obtain a little research.2.Through the theoretical review and statistical analysis, the psychological contract of knowledge workers is divided into normal form, interpersonal-and development-oriented three factors. The knowledge staffs job satisfaction is divided into the job itself, working relationship and working environment three factors.