Study On The Influence Of Psychological Contract Employees To The Enterprise Performance Research

In modern enterprises,employee and enterprise exists not only between the rights and obligations of both parties specified inthe labor contract relationship,but also there is an unwritten and implicit psyc-hological contract relationship.Psychological contract of employees and enterprises aren't legally binding,it may change by the employee's psychological reaction performance,thus influence the realization of the goal of enterprise.Enterprise questionnaire is used to collect data,this paper empir-ically analyzed.The psychological contract,interpersonal trust,and employee job performance,study the relationship between the three.Affected by attaches great importance to the employees' psychological contract in the enterprise interpersonal trust,and improve enterprise staff's performance,enhance the value of enterprise human resources management.The paper is mainly divided into four parts.First of all,it combs the research status of psychological contract,interpersonal trust and employee performance through literature review.Second,it builds theoretical model and research hypothesis on the basis of the relationships among psychological contract and interpersonal trust,psychological contract and employee performance as well as interpersonal trust and employee performance.Third,based on six demography variables,respectively are gender,age,educational level,years of working,nature of unit and job level,it analyzes their impact on psychological contract,interpersonal trust and employee performance.Finally,it studies the mutual relationship between psychological contract and employee performance,and it verifies interpersonal trust plays an intermediary role between psychological contract and employee performance.The results show that:(1)The psychological contract,interpersonal trust and enterprise employee performance have significant differences on the aspects of age,educational level,years of working,nature of unit and job level.(2)The psychological contract has significant positive effects on enterprise employee performance.(3)The psychological contract has significant positive effects on interpersonal trust.(4)The interpersonal trust has significant positive effects on enterprise employee performance.(5)The interpersonal trust plays a partial intermediary role between psychological contract and employee performance.Based on the above results,the paper puts forward the following suggestions:(1)The enterprise provides employees with reasonable compensation and benefits incentive mechanism.(2)To give employees job autonomy and allow them to participate in decision-making.(3)To pay attention to employees' development and growth,establish a reasonable system of career planning for employees.(4)To understand employees' physical and psychological needs constantly,establish an effective communication mechanism.(5)To guide employees to form correct recognition of their ability and enterprise responsibility,reduce the unreasonable expectations.(6)To perfect enterprise's rules and regulations,generate fair promotion policy and provide employees development platform.(7)To establish good communication among employees,improve the interpersonal trust among members of the organization.