Study On The Relationship Between The New Generation Of Knowledge Workers’ Psychological Contract And Job Performance

As we all know, psychological contract as a link between enterprises and employees, have a great impact on enterprise employees’ behavior and their attitude, and has increasingly become one of the core measures for enterprise to management their staff. Employees and enterprises are both in a dynamic change environment, so the research on psychological contract also needs to update and change. Today, under the background of the era of knowledge economy, the new generation of knowledge workers has begun to become the backbone of enterprise to help it develops, they have some special characteristics such as their value and demand are changing time by time, they pursuit independence and want to be their own master, and they have varied career view and like the rich challenging work, they also do not fear of authority and so on. So the new generation of knowledge workers plays a crucial role in the development of the enterprise. And job performance is an important standard to measure the performance and working attitude of enterprise’s employees. Therefore, it is an effective way to improve the job performance of the new generation of knowledge workers, which can increase the enterprise’s competitive advantage in the same time. Due to the new generation of knowledge workers have their inimitable growth environment and own their special group characteristics, which has much influence on them, compared to other normal enterprise’s employees, the new generation of knowledge workers will think a lot of the importance of psychological contract and will generally higher value it, in the same working environment, the psychological contract will have a greater impact on the new generation of knowledge workers’ job performance. Therefore, the study of the relationship between psychological contract and job performance of the new generation of knowledge workers also has a certain significance meaning.Based on what said before, this paper first search and read the relevant literature about knowledge workers’ psychological contract, job performance and the new generation. After that we combined with the analysis of characteristics of the new generation of knowledge workers’ psychological contract and job performance, puts forward the hypothesis of the research of the relationship between the two. Then based on the previous studies and expert’s advice we design the investigation questionnaire of the new generation of knowledge workers’ psychological contract and job performance. And then take the three hundred and six new generation of knowledge workers in different areas, different industry and different types of jobs as the object of the research to do the empirical research. We specific quest the present situation of the new generation of knowledge worker’s psychological contract and job performance and do study on the relationship between the two.By collecting and arranging the 306 questionnaire data of including manufacturing, sales, finance, education and other more than 20 industry, and including Chongqing, Guangdong, Beijing, Anhui, guangxi, sichuan, shanghai and other 26 provinces and cities, in different gender, different political affiliation, different job category and different industry, using SPSS software to organize data for reliability and validity analysis, variance analysis, factor analysis, correlation and regression analysis. The final analysis results are as follows:First of all, this measurement questionnaire has good reliability and validity. Secondly, sample data shows that the new generation of knowledge employee’s psychological contract’s organizational responsibility with three-dimensional structure and employee responsibility with two-dimensional structure and job performance with two-dimensional structure. Thirdly, new generation of knowledge employees evaluate their responsibility for the overall greater than the organizational responsibility. And cultural degree, work experience, job class and other different individual characteristics of the psychological contract have significant impact on the new generation of knowledge employee’s evaluation of the psychological contract. Finally, there exists a significant correlation between the new generation of knowledge workers psychological contract and job performance. The employee’s psychological contract’s transactional obligation, employee responsibility and organization developmental obligation have a positive impact on their job’s relationship performance, and the three have a reverse effect on their job’s task performance.