A Study On The Relation Of The Psychological Contract And Employec Attitudes Behauon

Since twenty-first Century, economy and society are experiencing the profound changes which are never happened, and human resources are given to become the most important factors of a country’s economic and social development in this transformation. Similarly, the business managers realized that people was the most important for the development of company. However, the internal and external environment of company is complex and varied, the employee loyalty, satisfaction and sense of belonging between the staff and company are changing, how to improve employee morale and reduce rate of resignation effectively that becomes a subject for more and more managers. Study of the psychological contract is a new perspective to explore expectations and responsibilities which between the organization and employees. Narrow define of the psychological contract is that perceptions and beliefs of employees as a single subject for the mutual responsibilities and obligations in the interaction between the organizations and employees. At present most of the empirical research about the psychological contract established on the basis of the narrow define.Based on the study of the psychological contract theory, from the employee’s psychological contract perspective, the paper is the research of Shenzhen City, R company. The study used questionnaire survey to collect74valid questionnaires, descriptive statistical analysis on the recovery of the data, factor and regression analysis to explore the psychological contract on employee attitudes and behavior, as well as the relationship between psychological contract with staff attitude and behavior. The results show that:(1)The employee’s psychological contract of Shenzhen R company consists of two dimensions.(2)The organizational responsibility of Shenzhen R company employee’s psychological contract and job satisfaction, organizational trust are positively correlated. The reality of organizational responsibility and organizational justice is positively correlated.(3)The employee’s actual responsibility of Shenzhen R company employee’s psychological contract and organizational citizenship behavior is positively correlated. The employee’s develop responsibilities and job performance is positively correlated. This study used qualitative research methods to determine the structure of the psychological contract dimension of the Shenzhen City R company and the staff attitudes and behavior model. By the basic conclusion in this article and the model, it brings new thoughts and methods to manage the psychological contract dynamically in human resources management, and provide important theoretical and practical significance for Shenzhen R company.