On Relationships Among Emotional Intelligence,Career Motivation,Psychological Contract And Satisfaction Degree Of Employees

In order to explore the relationships emotional intelligence, career motivation, psychological contract and satisfaction degree of employees and identify characteristics of different career motivations and gaps between different career motivations in terms of the psychological contract and satisfaction degrees of employees. On this basis, advices and suggestions are proposed to methods for enterprises to improve employees’ satisfaction degrees. This paper is made based on an integration of a longitudinal study with a cross-sectional study.437respondents are chosen for a questionnaire survey to investigate into emotional intelligence, career motivation, psychological contract and satisfaction degree of employees. Based on the questionnaire survey, following conclusions are drawn. Firstly, the household income has a great impact on emotional intelligence, career motivation, psychological contract and satisfaction degree of employees, since there is a significant difference between high-income employees and low-income employees in terms of emotional intelligence, career motivation, psychological contract and satisfaction degree of employees while there is no significant gap between middle-income employees in aspects mentioned above. Secondly, based on differences between scores of different employees obtain in testing their career motivations, career motivations of employees fall into three kinds including realistic, tentative and comprehensive ones. Employees with tentative career motivations account for the largest proportion, which indicates that most of employees are still in the exploratory stage for their career development and need some career planning guidance. Thirdly, there are significant gaps between employees with different kinds of career motivations in their psychological contract and satisfaction degrees since employees with realistic career motivations get significantly higher scores in testing their psychological contract, compared to employees with tentative career motivations while employees with comprehensive career motivations get significantly higher scores in testing their psychological contract, compared to employees with tentative career motivations. Moreover, the external satisfaction degree of employees with tentative career motivations is much lower than employees with other two kinds of career motivations. Fourthly, the emotional intelligence of employees would not directly affect the satisfaction degrees of employees, but indirectly affect their satisfaction degrees through impact on career motivations and psychological contract. The influence path of the emotional intelligence of employees on their satisfaction degrees can be generally reflected by a "Z" line.