Study On The Status Of Psychological Contract In The State-owned Company

The psychological contract was first proposed by organizational psychologist Argyris in 1960.Since then,many scholars have carried out research on this psychological contract,researchers believe that in addition to the formal labor contract,or economic contract,there exists mutual expectations that implicit,informal and not in written in the relationship between the employee and the organization,they constitute the psychological contract content.With the development of psychological contract,this concept was introduced into the field of management in 1960 s,the research on the implicit contracts hereinafter called psychological contract between the employees and organizations,have been much more effectively to adjust and control the organizational behavior,organizational efficiency,employee satisfaction,an effective way to build a harmonious labor relations.Being with the sustained rapid economic growth of China since the 18 th Congress,the Central Committee has put forward the "The Belt and Road,Pakistan and BCIM economic corridor,the 461 China Africa cooperation framework and a series of strategic vision,lays out a blueprint for economic cooperation with other nations.The implementation of the strategic cooperation,promotion of the BRIC banks,and other financial arrangements for the implementation of the Silk Road,will bring new opportunities for the development and investment of the related industries,and will also promote China's foreign cooperation to a new level.As the backbone of the implementation of the "going out" strategy,employees being dispatched abroad will inevitably become the new normal.HS Company,a large state-owned enterprise,as early as in the 80 s of last century,has gone out of the country,experienced various stages of development and changes in management of expatriate employee,having a wealth of experience and lessons in building up the relationship basis on consciously aware of the psychological contract between employees and enterprises.This article raises some possibilities and advises throughout the whole procedure of the employee psychological contract construction and management in respect of the candidate choosing and training before dispatch,incentive overseas subsidy designing during dispatch,and assignment mobility management after dispatch to improve it,and set up security system to assure the improvement,through the actual investigation and research of the status of HS Company's psychological contract by utilizing the modern tools of questionnaire analysis and case study combined with the related psychological contract theory to analysis the data and conclude the existing problems in related with the items of developing dimension.In this paper,Chinese corporate expatriates are the research objects,by using the method of theoretical analysis and empirical analysis,aim to realize the policy of "can send out,can stick to,can work well,can come back" under the reasonable institutional arrangements and humanized management in the domestic and overseas talent training and HR management systems.