Research On The Influence Of Psychology Contract On Staff’s Contextual Performance

Psychological contract is a contract that not written between organization and contractwill influence employee’s job performance and turnover rate, and ultimately affect theoverall organizational goals, thus affect the overall organizational performance. Contextualperformance is one of the important contents of employee performance, so contextualperformance management not only helps to improve the loyalty of knowledge workers andemployees’ performance and can enhance the internal cohesion. However, most domesticenterprises are still not aware of employees the importance of contextual performancemanagement and not giving sufficient attention. Therefore, this article discusses thedomestic enterprise staff’s psychological contract and the staff’s contextual performance ofcorrelation and influencing mechanism, hoping to provide advice for modern enterprises inthe transformation process of the human resource management practice.This article defines the concept of psychological contract, organizational commitmentand contextual performance, then puts forward four important hypothesis: First, there is apositive correlation between the psychological contract and employee contextualperformance; Second, psychological contract and organizational commitment are positivelyrelated; Third, there is a positive correlation between organizational commitment andcontextual performance; Fourth, organizational commitment plays a partial mediating roleduring the process of psychological contract impacting on the staff contextual performance.To test the four important hypothesis, this article builds a structural equation modelbetween psychological contract and employee contextual performance, and a structuralequation model among psychological contract, organizational commitment and employeecontextual performance.In the experimental study section, this article selects three scales to measurepsychological contract, organizational commitment and employee contextual performance,and analyzes the reliability and validity of each scale to make sure that each scale has ahigh standard in reliability and validity. Then in the course of the study, this article tests thetwo models built before to make sure that each model has a good goodness of fit. Thisresearch collects data through the snowball method. A survey of220subjects includes theon-the-job personnel in Changchun, Beijing, Shanghai, Dalian, Guangzhou and otherregions. Investigation object includes corporate staff, personnel of institutions, governmentand other agencies.In the data analysis section, this article gives a descriptive statistics of the survey data, then, makes the correlation analysis respectively among psychological contract,organizational commitment and peripheral performance. Again, uses the structural equationmodel to have a further research to make sure the correlation among psychological contract,organizational commitment and contextual performance, and the mechanism among them,and draw the expected conclusion, namely there is a positive correlation between thepsychological contract and employee contextual performance; Psychological contract andorganizational commitment are positively related; There is a positive correlation betweenorganizational commitment and contextual performance; At last, uses the structuralequation model to analyze the correlation between psychological contract and contextualperformance, and test the function of organizational commitment between psychologicalcontract and performance.Finally, this thesis offers a proposal according to the modern enterprise managementprocess on how to improve employee contextual performance based on the theoretical andempirical research.