The Empirical Research On Psychological Contract Of Employee’s Behavior

As an informal and invisible contract model, psychological contract is the perception regarding the reciprocal obligations between organization and their employers based on the employment contact. From the perspective of organization, the organization and staff are community of interests and the development of the organization is the result of each employee labor and creation. The achievements of the organization’s goals are relation to employee behavior. Psychological contract theory and the method was introduced to the field of employee behavior in the dissertation, it is important theoretical and realistic significance for the organization to understand its employee behavior roots and to choose the right means of incentive from the perspective of psychological contract. In this paper, the structure of psychological contract and the relationship between employees’ psychological contract and employee behavior has been researched on the point of view of the worker’s perception in YT co.LTD. Firstly, the past researches on employees’ psychological contract and the relationship between the psychological contract and employee behavior has been reviewed, and the conceptual construct and the research framework has been put forward. The main research contents and results have been summarized as the following two aspects:1. The research on psychological contract structure. It was based on the strict scientific and reasonable process, the employees’ psychological contract questionnair-es are designed by the method of interviews and open questionnaires with good structure validity and reliability. Then, the method of exploratory factor analysis and confirmatory factor analysis has been used to propose and testify that the employer’s obligation is consists of economic motivation and interpersonal harmony and the development opportunity. And the employee’s obligation is consists of professional normal, team fusion and diligence of three dimensions. The constructure of the relationship model between employer’s obligation and employee’s obligation has been studied by path analysis and multiple regression method. The study found employer’s obligation had a kind of interaction effect on employee’s obligation.2. The relationship between psychological contract and employees’behavior. The method of descriptive statistics has been used that employees’perception to the personal input level was higher than the level for the implementation of the organization responsibility. The constructure of the relationship model between employer’s obligation and employee’s obligation have been built by structure equation model method. The three dimensions of organization responsibility had significant negative effect on exit and ignore behavior has been found.Economic motivation and interpersonal harmonious had a significant positive effect on calling for behavior. Interpersonal harmony had a positive significant effect on organizational loyalty.The three dimensions of employee responsibility had significant negative effect on exit and ignore behavior and had significant positive effect on call for behavior. Professional normal and team bonding had significantly positive influence on organizational loyalty.The job satisfaction mediated the relationship between employees’ psychological contract and employee behavior has been showed by the method of multiple regression analysis.Finally, according the analysis of employees’ psychological contract status, structure, and the relationship between psychological contract and employee behavior, the corresponding management suggestions for the research object have been put forward. The empirical theory support for the organization’s human resource management practice has been provided form this dissertation, which has certain realistic directive significance.