An Empirical Research On Employee’s Psychological Contract And Performance

As the pace of China’s reform and opening up further and deeper, the development of Chinese enterprises encounter a new test, due to the country for the implementation of the Labor Contract Law, potentially increased the cost burden of the enterprise, for enterprises own survival, they have to think how to avoid the labor contract law to reduce the cost and maximize their profits. The inevitable’labor dispute’frequency rising. The Chinese enterprises entered the shock of the transition period, the employment relationship established on top of material interests, mutual trust gradually disappeared. Satisfaction, loyalty... etc, are declining, the resigning rate is rising, breaking the balance of the psychological contract established before. In recent years, Chinese scholars have also begun a study on the psychological contract theory and analysis, and proposed a variety of solutions, but rarely implemented into the enterprise practice, there is no settle down, even can’t reach blossom. For Chinese enterprises in transition should be how to improve the employee’s psychological contract started in the60’s of the20th century. The theory is constantly renew, differences on opinions, there is no unified conclusion.On the basis of the theory of domestic and foreign research and the practical problems faced by the transformation of enterprises, this article is from the related literature review of the research on psychological contract and performance analysis. Based on the two-dimensional structure of the psychological and employee performance of three factors to establish a model of psychological contract of the variable, found that the relationship in psychological contract and performance relationship and influencing factors, does not make its own proposals and prospects. This research is based on research at domestic and abroad, to identify suitable for Chinese enterprises in transition, the psychological contract and performance characteristics, design scale. Major of118Nanjing enterprises employees of the different forms of business survey sampling,403valid questionnaires, data analysis and demonstration on income.The research results show that all questionnaire have good reliability and validity, there is a significant positive correlation between psychological contract and performance of employees, the impact of both confidant reinforce each other, and the needs of the employees are not only stay in the material.