An Empirical Study Of The Psychological Contract On Knowledge Worker Performance

With the development of market economy, Chinese enterprises arefacing more intense competition, in which the internal and externalenvironment is more uncertain. Brought about by the changes in theeconomic environment, corporate mergers, restructuring and layoffs, andorganizational relationship between internal employees and theirorganization has also undergone a huge change. Especially in the modernenterprise knowledge workers have occupied a significant proportion.Knowledge-based employee performance to some extent determines theoverall performance of the enterprise. The past corporate employees towork hard, loyal to the enterprise can exchange for secure lifetime careerstatus is no longer exist. Internal problem of the modern enterprise is thatwith the turnover rate is getting higher and higher employee loyalty is asharp decline. This situation is more obvious in groups of knowledgeworkers. Staff unstable fundamentally affects the overall performance ofthe enterprise, thereby affecting the goals of the organization. Thepsychological contract along with the emergence of these problemsappears in the sight of the managers and researchers. After the studyfound that the psychological contract slowing both psychological gapbetween employees bond as a link between the employees and enterprises,and it plays an important role to increase the satisfaction of both sides.This paper focuses on the psychological contract to study the impact of corporate knowledge-based employee performance for intermediatevariables. Affecting its performance its main role is reflected in thebehavior of knowledge workers.The study of the psychological contract, knowledge workers as wellas the performance of the theory are reviewed, and then according to thecharacteristics of the knowledge workers combined with Rene Schalkpsychological contract questionnaire, questionnaire design for knowledgeworkers. The main210employees targets of the investigation from threecompany in Hangzhou, Jinan, Lanzhou of the, as well as the performanceof knowledge workers from the data collected by the organization HumanResources. Finally, using exploratory factor analysis of SPSS analyzes thepsychological contract of employees the responsibility dimension and theorganizational responsibility dimension, and then the use of themulti-level regression analysis to explore the psychological contract andperformance. Finally, according to the findings of the first to fourchapters， the following six aspects of the proposal to increase theknowledge-based employee performance: build a good psychologicalcontract； improve the measures of job involvement； set up a reasonableperformance evaluation system； set up a scientific and reasonableremuneration mechanism；establish a reasonable career planning andpromotion mechanisms；build a good internal and external environment.