Study On Characteristics Of Psychological Contract Of Dispatch In China And Countermeasure Management

Psychological contract, as an inner agreement of the rights and obligations between individuals and organizations, affects employees’behavior and attitudes. With the uncertainty of the external environment increased, the psychological contract becomes the factors which must be taken into account, when the organization develops its human resource policies. In China, with the "Labor Contract Law" and its implementing regulations promulgated and implemented, the Dispatch has been officially included in the legal norms and guidance range. As dispatching employees grow a large numbers, the management of dispatching employees has become a hot topic. To explore the content of the psychological contract of dispatch employees, and to understand their inner expectations and requirements, help to improve the management of dispatching employees and further improve the performance of the employer.By interview and questionnaire survey methods and other social services, this article is to analyze the psychological contract structure, content and characteristics of the dispatch employees. And then through statistical analysis of the psychological contract questionnaires, it presented Human Resource countermeasures to the dispatch employees. In this study, psychological contract of dispatch services into organizational responsibilities and staff responsibilities. Moreover, these two parts include the transaction dimension, relationship dimension and development dimension. The dispatch employees consider the content of transaction dimension as the most important. The psychological contract of dispatch employees of different demographic variables is a big difference. Psychological contract of dispatch employees exist on the content of varying degrees of damage. And the most serious one is the transaction dimension of organizational responsibility. Finally, management strategy based on psychological contract of the dispatch employees is proposed, from the practice of human resource management including recruitment, training, performance management and compensation.