A Study On The Influence Of Psychological Contract And Career Stage On Employees’ Innovative Behavior

Innovation can not only improve the overall capacity of enterprises, but also a effective way to increase business productivity, accelerate scientific and technological development process,only through constant innovation, in order to form a unique business advantages, to create their own brand. So, how to maintain the vitality and competitiveness, and how to effectively activate and make full use of the stock of human resources to continuously improve the innovation capacity of enterprises, every enterprise is a core issue must be considered.But according to classic psychological model(environmental stimulus-organism- response) "S-O-R" shown, many factors can affect the behavior of individual innovation. The psychological contract without written form but exists between the organization and employee psychological contract, already has a contract with the traditional economic equally important position. Further,when employees at different career stages when his own career, there are different stages of their corresponding impact on demand in individual employee motivation, according to the illustrated "S-O-R" model, the employees’ psychological contract and the demand of various career stages will also affect the behavior of individuals. Therefore, to explore whether the psychological contract will have an impact on innovative behavior of individual employees, and what the roles of different stages of career between psychological contract and individual innovative behavior, which will all have a certain significance.Therefore, this paper established a theoretical model of psychologicalcontract, career stage and innovative behavior; Through analysis the data obtained by SPSS software; Research indicates, all three dimensions of psychological contract has a significant positive impact on innovative behavior,career stage play a regulatory role between the psychological contract and innovative behavior. Among them, Transactional and development dimensions of the psychological contract can be subject to regulation of exploration and establishment, relational dimension of the psychological contract can be subject to regulation of exploration and maintenance;According to empirical findings,this paper argues that organizations should take to establish a diversified salary system, communication support group, effective communication between employees and the establishment of mechanisms to rationalize consumption subsidies and other ways to maximize the innovation potential of mining employees.