The Relationship Between Psychological Contract And Human Resource Development And The Implementation In Firms

Construction of psychological contract of employees is may occur at any time, especially during the recruitment and training, which are the two main processes of human resource development (HRD). Psychological contract have impacts on attitudes and emotions of employee. Those are closely related to employee’s current work efficiency and capacity. Under the dramatic changing of business environment, it is necessary for organizations to improve the balance of psychological contract in the HRD management, in order to maximize job performance of employee and efficiency operation of organization.The essay begins with the practical application of psychological contract in HRD that mainly divided into three parts. First, the research looks into the construction of psychological contract in the recruitment and training process, how does it effect on employees in the work as well. This research also considers work experience as a variable, and how does that influence the degree of psychological contract on different staffs. Secondly, this study based on job satisfaction and turnover intention and established psychological contract. Third, this research used social network framework as the major method, and applied psychological contract analysis on cooperative consulting network and interpersonal emotions network individually.In the study, qualitative research method, for example questionnaire, is mainly applied. Quantitative research methods, such as interview and focus group, are used as supporting data, due to the features of the psychological contract. The collected qualitative data are analyzed by using signal exchange theory, framework of employer and employee relationship and social network theory. For quantitative data, this study applied Epidata3.1for data entry and processing and SPSS19.0for analysis. Statistical methods, such as t test, variance analysis are used to analyze the results of the questionnaire, and Logistic regression analysis are used for independent influence factors on the psychological contract.From5different organizations among7supervisor interviews,10focus groups and533valid questionnaires were involved in the study. The internal consistency reliability of the questionnaire is also examined. Data is processing and refinement through the analysis of the interview and focus group for experimental results. The questionnaire results using statistical analysis of two-sided test, expressed as P<0.05difference, the results were statistically significant and support the following conclusions:(1)Staffs without any work experience are more easily to suffer psychological contract breach or violation than those who had other work experience.(2)Trust acts as a buffer role in the employment relationship.(3)The relationship between psychological contract construction and trust is positive related during the interview. Employees who have more trust on organization have less chance to suffer psychological contract breach or violation in the future.(4)There is no significant effect on psychological contract during training.(5)The line managers have impact on results of training program, as well as a direct effect on the construction of employee’s psychological contract.(6) There is a correlation between training frequency and psychological contract.