A Study On Relationship Among Psychological Contract,Organizational Citizenship Behavior And Labor Relations

With the preliminary establishment of socialist market economy, labor relations come to diversification in China. As the most basic social economic relation, labor relations’stability and harmony play a vital role in enterprises’sustainable development. To avoid the risk, Chinese government has enacted a series of relevant laws and regulations to regulate and control labor market. Labor contracts, a visible one, work a lot. However, the facts of’weak labors but strong capital’and labor oversupply make our laws on labor relations management not perfect. Therefore, Labor Contract Law alike just plays a fundamental part. Simultaneously, psychological contracts are more and more preferred as a new contract relation. Because it lets employees and enterprises work together mentally, which can make labor relations harmonious. In the new historical situation, labor relations management needs to be restrained and regulated through the cooperation between labor contracts and psychological contracts.Foreign scholars have studied psychological contracts further, and some results proved good psychological contracts can bring harmonious labor relations. But these researches are based on their own countries, and can be used to guide china’s companies. Besides, psychological contracts are like a two-edged sword, which not only can boost the formation of harmonious labor relations, but also can threaten labor relations when used improperly. In order to understand how psychological contracts affect labor relations in China, so we choose employees from steel industry as testees. When summarized literature reviews on psychological contracts and labor relations, we found that Organizational Citizenship Behavior (OCB) can affect labor relations indirectly. Based on previous research results, we add one intermediary variable to original model, and create a new one. This thesis uses three research ways:Literature analysis mainly studied the three variables. Specifically speaking, it included the history and the constructure of psychological contracts, definition of labor relations, opinions of foreign labor relation schools, assessment criteria, raise and development and dimensionalities of OCB. Literature reviews help build theories base, and questionnaire survey can help collect authentic data, During this procedure, we used three scales, and they are psychological contract scale, OCB scale and labor relation scale. They are used very often, so we can find some mature scales. After that, statistical analytical software SPSS17.0can help to do some relative analysis. In the end, we validated research hypothesis and analyzed intermediary effect. The conclusions are following:(1) A strongly positive correlation exists between psychological contracts and OCB, and there are also positive correlations between their dimensions.(2) A significantly positive correlation exists between psychological contracts and labor relations. Simultaneously, the same thing happens between their dimensions.(3) We can conclude that the three dimensions of psychological contracts can predict labor relations. Only interpersonal contracts and development contracts can predict OCB significantly.(4) Psychological contracts can affect labor relations directly and indirectly. OCB plays a part role between psychological contracts and labor relations.The statistics dealt with proved the relations between the three variables. Psychological contracts can affect labor relations directly and indirectly, and among their different dimensionalities exist correlation. Through analyzing intermediary effect, we concluded that OCB can affect psychological contracts and labor relations partly. At the end of the thesis, we gave some human resource management advice from the perspective of psychological contracts. At the same time, we also explained the deficiencies and problems of this thesis.