Management Of T's Psychological Contract Of Knowledge Workers

With the increasing progress of knowledge economy in today’s society, in the case of facing a variety of intense competition, if the enterprises want to adapt to the competition and survive, it must put the knowledge as the main body of the enterprise and as the core resources. Further more, set up the course to improve the working ability of the knowledge workers, arouse their work initiative and enthusiasm, and to stimulate them to maximize their creativity to the maximum extent to create value for the enterprise, enabling enterprises to improve their competitiveness.Because of the knowledge workers possess the special character such as individuation, accomplishment desire and liquidity, it is more and more difficult for the companies to rely on a paper of a labor contract to maintain long-term employment relationship of knowledge workers. Therefore, in this case, the enterprise and the knowledge staff to establish the labor contract and the psychological contract in the form of double bond has become a new trend. Based on the characteristics of knowledge workers, psychological contract as a kind of informal, recessive contract, make the enterprise and knowledge workers to reach a "tacit understanding" on the psychological expectations, and reach a consensus on the enterprise’s long-term goal, build trust and commitment between the enterprise and knowledge workers, so as to achieve the knowledge staff’s independent management and incentive, and finally enable enterprises and knowledge workers to achieve the goal of common development on the basis of the psychological contract.The research background of this paper is T company, which designed and manufactured the first wet submersible pumps. Using the method of individual interview, questionnaire survey, discussion etc., take the psychological contract and incentive mechanism of the basic theory as the breakthrough point, found and analysis the main problems of the psychological contract and incentive mechanism in T company. Finally according to these problems, considering the features and demands of the knowledge workers in T company, some incentive countermeasures and Suggestions based on psychological contract are proposed.