Analysis Of The Psychological Contract Of Employment Relations In Enterprises

With the social development and economic globalization, the dominant position in the labor market today, the employment relationship between employees and enterprises a great change in the employment relationship is showing unstable, the wide range of features. At the same time, labor conflicts occurred frequently between the enterprise and its employees, affected the company’s development and social stability. Build a harmonious and stable employment relationship, and promote the development of enterprises, it is particularly important.Between employees and enterprises, compared to the economic contract implied of inner psychological contract employment relationship increasingly important, therefore, academia and the business community on the study of the psychological contract employment relationship increasingly attention.This paper aims at the content of the psychological contract in employment relations, dimensions, and contrary to the study, analysis of the psychological contract between the current enterprise and its employees on the importance of the employment relationship. Amended the employment relationship has a negative psychological contract violation, the article is mainly for contract violation, the dynamic development of the model and the psychological contract violation, mood and emotion factors into the model to make the model more complete.In the arrangement of contents, the article is divided into three main parts. The first part contains the first two chapters, diversified, instability at home and abroad on the psychological contract research situation in the employment relationship, as well as the current development of the employment relationship, based on these characteristics to explore the psychological contract in the employment relationship the importance of the study. The second part contains the third, fourth, five chapters, through the analysis of both the employers and employees Game in the formation of the psychological contract, which focused on the psychological contract violation and the circumstances of the employment relationship. Theories and models based on psychological contract violation, with case analysis, the same time, the contract violation dynamic development model added emotional factors, amended, to make the model more complete. The third part is the sixth chapter, the main recommendations and conclusions, from two perspectives of enterprises and employees to make recommendations to promote the formation of good psychological contract in the employment relationship. At the same time, the formation of good psychological contract in employment relations is an important factor in the development of enterprises in the future.