Study On The Psychological Contract In Campus Recruitment

With aggravating competition for talents, companies expand the range ofrecruitment to colleges and universities, and invest a lot of human resources, financialresources and time into campus recruitment, for obtaining plasticity and innovativegraduates. According to the latest research, the problem between investment and rewardof campus recruitment troubled many enterprises, and the problem is mainlyconcentrated in: high renege rate, difficult to hire right employees, inability to adapt towork, cannot meet psychological gap, and so on. Many factors affect the campusrecruitment effect. Firstly, the establishment of trust between enterprises and graduatesis the first problem faced by the campus recruitment. Secondly, graduates face in manyuncertain factors that affect the choice and judgment of the graduates in campusrecruiting. Finally, the tripartite interests gaming of enterprises, graduates and college isalso an important factor that affects the satisfaction of campus recruitment. The campusrecruitment is a gaming process between enterprises and graduates, and establishmentof trust is the base to improve the effectiveness of campus recruitment. The graduatesmade two contracts in campus recruiting, the one is enterprise standardize contract, andthe other is psychological contract. The psychological contract is graduates’ expectationfor enterprises responsibility, as well as their own responsibility commitment, while thestandardize contract is a written agreement or oral commitment provided by enterprises.The constraint force of the standardize contract is not powerful enough when thegraduates find better enterprises, or when they discover some problems of contractedenterprises, and in this case, they may broke the contract. Therefore, the psychologicalcontract should be considered into the process of campus recruitment from theperspectives of graduates’ psychological, and more attention should be paid into thedetails of the recruitment process. This paper is based on the perspective of thegraduates’ psychological contract, to explore the content and structural dimensions ofthe graduates’ psychological contract, with a certain practical significance that canprovide suggestions and solutions on campus recruitment.This paper selects the graduates as the research object, to discuss the developmentprocess, content and structure of graduates’ recruitment psychological in the stage ofcampus recruitment. Through designing of the graduates psychological contractquestionnaire, and statistical analyze the survey data, finally the results of empirical research is obtained. The results shows that graduates psychological contract have athree-dimensional structure of the enterprise responsibility, and a two-dimensionalstructure of the graduate responsibility.