Research On The Influence Of Psychology Contract On Staff’s Contextual Performance

In recent years, China’s auto industries are showing a surprising growth rate in the number and size, developing and competing in different segments of the market. 4S shop, as a dominant car sales form, focus on sales, while no enough on the car service and management. 4S shop’ services play an important role in the performance growth. As a key position, more and more attention is paid to the service consultant. It is significance that how to meet their needs and then take effective measures to improve the work performance, based on the characteristics of service consultants, such as age, cultural level, knowledge structure, family background, etc. In this paper, we explore the psychological contract content, dimensions, etc about the specific group of service consultants in the auto 4S shop, based on the perspective of psychological contract theory by empirical analysis. The purpose is to find out the dimension of the incentive, in order to put forward countermeasures according to the empirical results, and then take a more explicit incentive path and incentive measures to enhance the incentive effect. Firstly, through theoretical study and literature review, the related concepts and characteristics are defined, and the related relationships are summarized; Secondly, we analysis the data, based the design of the questionnaire. Through empirical research, the dimensions of psychological contract are verified. Meanwhile, we test the employee’ order about the different dimensions of psychological contract. And the paper analyze whether there is a significant difference between individual characteristic factors in different dimensions. Finally, through the analysis of the empirical results, the system’s incentive management strategy is put forward.The following conclusions are obtained in this paper:(1)The empirical research results show that the psychological contract of the service consultant in the automotive 4S shop can be divided into three dimensions: transaction dimension, relational dimension and development dimension. As to the importance of three dimensions, the transaction dimension is most important; relationship dimension are close to the transaction dimension; the importance of the development dimension is the lowest.(2)Considering satisfaction, the highest satisfaction is the relationship dimension, and the dimension of the transaction is the lowest.(3)In this paper, we analyze the effects of gender, age, education, job tenure, and unit property and job level on psychological contract of employees by single factor analysis of variance. The results show that there is a significant difference in the degree of the psychological contract between different educational levels. Nature of the unit has a significant impact on the dimension of the transaction, development, and relationship; it is significant difference about different duty level. There is no significant difference in other aspects effecting on psychological contract dimensions.In this paper, we have proposed incentive strategy basing on three dimensions of psychological contract for auto 4S shops’ industry service consultant.