Dynamic Changes Of The Psychological Contract In The Process Of Introducing Innovative Talents

Companies’competition for talent is more intensely with the global competition which ismore fierce, Particularly the innovative talent which are good at learning and creating, theyrepresent the core competitiveness of enterprises. Currently, enterprise increase the intensitygradually for the training and introduction of innovative talents, what need to pay attention inthe process of Introduction of innovative talents, how to make innovative talents to maximizecreativity in the work process, become the issues which is must be faced in the process ofenterprise’s development.This article is based on the characteristics of innovative talents, associated withpsychological contract theory, used questionnaires and longitudinal follow-up survey,combined quantitative analysis and qualitative analysis, discussed the factors which affectedthe dynamics of psychological contract in the process of introducing innovative talents, at last,proposed the organizational strategy and employee strategy for the introduction of innovativetalent, enabled organizations to hold the process of introducing innovative talents well,reached the common progress of the organization and staff by the psychological contract. Themain conclusions of the article is as follows:Firstly, through factor analysis, we know that the organization responsibility for thepsychological contract of innovative talents is constituted by the three dimensions, includematerial incentives， environmental support, and development opportunities, employeeresponsibility include compliance，organizational identity, dedication，and career progress.Secondly, By regression analysis and correlation analysis,we find that there was asignificant negative correlation between the non-satisfaction of expectation and psychologicalcontract, there was a significant influence in the breach of the psychological contract.Relevance of non-satisfaction of expectation and organizational responsibility for thepsychological contract in descending order is development opportunities, material incentives,environmental support,in the employee responsibility, Relevance in descending order is careerprogress, organizational identity, compliance and dedication.Thirdly, realistic job preview has buffering effect in non-satisfaction of expectation andpsychological contract, the results demonstrate the realistic job preview will affect the staff’sesthesia of breach of psychological contract.Fourth,this paper selected the eight demographic variables, there are six variables has asignificant effect on the breach of psychological contract,they are gender, age, nature of work,job duties,time to work, time in the current organization. Fifth,this study selected a part of the creative talent to conduct a longitudinal follow-upsurvey, this paper selected three typical cases were reproduced different psychologicalcontract changes of three innovative talents, and attempts to analyze the factors affectingcontract changes, case studies’ results remained the same as empirical research...