Studying On The Management Mode Of Dispatch System Employees Based On Psychological Contract

The new "labor contract law" was promulgated and implemented in2008, making thelabor dispatching legalized. In order to evade responsibility and reduce the cost, manyenterprises are seeking to emulate in succession. As the development of this form of labor,based the principle of minimizing the cost, the enterprises ignore the management andconcernment to employees. This in turn leads to employees of dispatch system in enterprisesare lack of a sense of belonging, poorer in work enthusiasm, low in enterprise loyalty. Relatedpsychological contract research results show that the higher the degree of consistency of theboth sides of the psychological contract, the satisfaction of employees to the organization willbe bigger. On the other hand, the satisfaction will be smaller. Therefore, it is of greatsignificance for the healthy development of the industry to strengthen the management ofemployees of dispatch system from the perspective of psychological contract.In this paper, at first the research background and significance, research status at homeand abroad were summarized, and the relevant theory are introduced. Secondly, in the base ofrespectively interviews, questionnaire and on-the-spot investigation of labor force dispatchorganization, the actual labor units and dispatch system employees, it carries empiricalanalysis to the management of dispatch system employees and makes evaluation to thepsychological contract of employees using the factor analysis approach of the software ofSPSS. It find that there are many problems in the labor dispatching staff management ofstaffing firms, actual labor unit, and the self-mangement of labor dispatching staff. Thetripartite main body in labor dispatching is lack of an effective coordination mechanism. Atlast, combined with empirical research results, constructing a basic block diagram of dispatchsystem employees management mode based on the psychological contract, this paper putsforward some suggestions respectively to the labor force dispatch organization, the actuallabor units and dispatch system employees.This study provides a reference method of formulating labor dispatching rules for the state. Also it provides reference for the three party involving labor dispatching how toeffectively manage employees.