Research On The Influencing Of Psychological Of Knowledge Workers On Team Performance

As knowledge-based economy coming, the production of knowledge-based economyhas controlled and dominated the production of material goods. Knowledge workers, whoare carriers of knowledge, have a growing concern by enterprise and also become thedecisive factor in competitive advantage and an important source of added value. In such asituation, how to retain knowledge workers, motivate them and make them happy andprofessional in the enterprises have become the essential issues. In the meanwhile, therapid growth of the complexity that organizations face with and increasing uncertaintybring difficulties to enterprises’ activities. Firstly, the mere personal ability has been unableto cope with the complex management tasks. Secondly, in the face of huge uncertainty, thetraditional management approach has been a great challenge. To make the organizationmore flexible, more and more enterprises will view team as an effective form to enhancethe capacity of organizations to respond to external changes.Therefore, to explore the relationship between knowledge workers psychologicalcontracts and team performance will help organizations discover how to conclude apositive psychological contract by coworkers and improve team performance. The presentstudy on the psychological contract has achieved certain results, which relates to structure,content, development, change, and contrary, etc. But most are concerned about the conceptof psychological contract and the negative impact of psychological contract break andcontrary, which are lack of exploring the positive effects of psychological contractfulfillment and strengthening brought. Western scholars are based on the findings of thepsychological contract in the west. Due to the differences of Chinese and Western culturesand economic backgrounds, are western scholars’ conclusions of the study of thepsychological contract applicable to China? What are the characteristics of Chineseemployees’ psychological contract in terms of content, structure, influencing factors?Thisis a subject worthy of study and discussion.In this study, exploratory research, the empirical interviews and open questionnairesurvey are used to explore the constituent elements of the psychological contract in theteam of knowledge workers.the conclusions are obtained including:(1)Transactional psychological contract has a significant positive impact on the targetcompletion and team member satisfaction. In order to make workers with basic life support,the driving force of economic factors is still the basic purpose of the work, Only under thepremise of life with comfort, will knowledge workers be possible to dedicate themselves to the work the love.(2)Relational psychological contracts have a significant positive impact on the variousdimensions of team performance. Because of the unique characteristics of knowledgeworkers, knowledge workers value more on career development opportunities provided bythe organization. If the organization provide workers with promotion and trainingopportunities and make them participate in decision-making as much as possible, theworking passion of the knowledge workers will be improved and team performance as well.(3)The psychological contract between the team members has a significant positiveimpact on the various dimensions of team performance. Occupation opens up another pieceof world of social life for knowledge workers. They hope they can be recognized in thisworld. If the organization gives them trust, respect and open and sincere communication,concerns their personal life, they will feel the attention degree of the organization, thusputting more enthusiasms into their work.(4)Transformational leadership behaviors have a moderating role in the relationshipbetween the psychological contract of knowledge workers and target completion and teammember satisfaction. Transformational leadership can make subordinates be aware of thesignificance of the task, which is consistent with the unique characteristics of knowledgeworkers, and stimulate a high level of knowledge-based employees need as well as theirenthusiasm for work.The thesis has two innovative aspects:(1)Transformational leadership is viewed as anadjustment variable to explore the relationship between psychological contracts ofknowledge workers and team performance, this providing new perspective for the study ofthem.(2)According to the dimension division of psychological contracts of the general staffconducted by researchers and combined with China’s specific cultural background andthe unique characteristics of knowledge workers, the psychological contract of knowledgeworkers is divided into three dimension of transactional, connected and inner team memberpsychological contracts, enriching the contents of the psychological contract research.Considering that the data collection is based on a specific moment of horizontalresearch method and the sample lack of numbers and areas especially in less developedareas, some deficiencies may be exist, which should be improved in the future research.