Study Of Relationship Between The Expectations And Innovation Performance Psychological Contract As The Intermediary

With continuous deepening of the market economy, the competition environment which C hinese enterprises faced has changed dramatically. The proportion of knowledge workers in the organizations improves constantly. The ability of creativity becomes the key to maintain core competitiveness. Therefore, how to improve the innovation performance of the knowledge staff and take the use of knowledge resources are core topics of sustainable development of modern enterprise. Based on the perspective of psychological contract, this paper has studied the relationship between expectations of knowledge workers and their innovation performance. What the study has found are shown below.1. According to Herzberg’s two- factor theory, this article verifies the knowledge staff expectation can be divided into health expectations and incentive expectations. Health expectations are mainly associated with the dissatisfaction of employees; Incentive expectations are mainly associated with the satisfactio n of employees. Among them, health expectations include: salary expectations, environment-safe expectations, interpersonal expectation; Incentive expectations include: achievement expectations, career expectations.2. Both of the health expectations and incentive expectations have positive effects on the innovation performance of knowledge staffs. The strongest correlation about innovation performance is salary expectations, secondly is environment-safe expectations, etc. Thus it can be seen, for knowledge workers in our country, health expectations matching degree is a core factor affecting their innovation level. The sense of security which comes from the work and the money is of great importance for them. Although the incentive expectations also have positive correlation relationship with innovation performance, compared with the high expectations, it ranks the second position. So, in order to improve the innovation performance of the organization, we can consider from enhancing employee with health expectations.3.Transactional psychological contract and relational psychological contract of knowledge staff have a positive influence on the innovation performance. Among them, transactional psychological contract has more significant influence on the dimensions for the employees’ innovation performance. The more solid transactional psychological contract is, the easier to develop a good psychological quality of the individual, to increasing the body’s ability to deal with all kinds of pressure, and to maintain the sustainability of enterprise innovation performance. At the same time, relational psychological contract also has positive influence on the output of innovation. But the influence depth is less than transactional psychological contract.4.For knowledge employees, health expectations and transactional psycho logical contract have significant positive correlation; Incentive expectations and relational psychological contract ha ve significant positive correlation. In particular, salary expectations, environment-safe expectations, interpersonal expectation has a significant correlation with transactional psychological contract. Achievement expectations and career expectations have a significant correlation with relational psychological contract.5. In the relationship of expectation matching and innovation performance, psychological contract plays an important intermediary role. Psychological contract illustrates the influence of expectation matching on knowledge employees personal innovation performance is a progressive and complex process. Expectation matching focuses on the organization fit and satisfaction of personal desire. And the establishment of psychological contract strengthens the link between employees and organization, makes unilateral demand closely joint on both sides, thus promote the stable and sustainable development of the entire organization. Ultimately, it will affect the performance of the output.